Posts Tagged ‘Role’

Question: technology role in strategic Human Resources?
Hi one of my friend is doing a project in “technology role in strategic Human Resources” which mainly includes “SAP, Oracle,People soft” i need to guide her regarding those three can you please educate me what are the merits and demerits in those three technology.

Can u provide me some materials which would help me as well as her.my mail id is antonnirmal@yahoo.co.in

Thanks in Advance.

With regards
Nirmal Raj

Answer:

Answer by LEARN SAP
to Learn about PeopleSoft , Oracle or SAP and the technology role ,check the below sources

Director Of Human Resources – Learn More About This Role

t various positions in the human resource department. The director is charged with doing the design, organization, and the implementation of company policies and customs. One of their responsibilities is to meet wit the executive board and senior officers of the company for their thoughts and ideas on existing policies as well as plan new ones.

A good relationship between the Senior executive officer and the human resource director is essential for a smooth company operation and to be able to implement the policies effortlessly and smoothly. It is here that the people or intrapersonal skills of the director are applied. As the director, he has to be able to communicate well to both the employees and higher officers of the company. He then has to translate these conversations to policies. A director should be capable enough to give directions in a manner that won’t offend the employees. To sum up, the director acts as the bridge connecting the senior executives and the rest of the employees in the company.

Policies created and implemented in a company often reflect on how the business is thriving. The director must know how to write, formulate, and implement policies as well as possess knowledge of the business he’s working for. A director should have proper education background to be able to conduct and implement policies properly. For the director to write good policies, he needs to possess a good understanding of the business processes. Policies have a direct influence in the business thus it should comprise of the vision and purpose of the business.

The director of human resources often serves as the bridge between the employees and executives, which means it is important for him to know how to deal with problems and settle problems. Mediation and conflict management are two essential skills to become an effective director. Directors should be able to resolve conflicts professionally without sacrificing the ideals of the company. Most businesses and agencies search for conflict management and mediation skills but only as preferences, not an obligatory qualification. As a human resource director, and it being a management position, he should already have an experience in the field of human resource.

Administrator Of Human Resources – Little Known Facts Of This Role

The key personnel of the team of human resources of any organization is the Administrator of human resources. He would almost always be surrounded by telephones, files and records, employees as well as customers. His base responsibility is as administrator. As such, he would be at the beck and call of higher-ups to handle all sorts of communication and administrative problems. At the same time, to handle these problems successfully, he also needs the midas touch in relation of personal relations with the employees of the business house. Such a high-profile position demands that he be presentable, multifaceted and capable enough to undertake multitasking. He has to be able to co-ordinate the various clerical and managerial activities that make up such an important and responsible position. Such a position is next only to the manager of human resources and its job description entails several tasks like office organization, public relations, administration of contracts and packages of employment benefits as well as compensation and maintaining personnel records. He is responsible for organising and updating of employee records and devise an efficient filing system. Of course, the job content of the administrator would vary across different businesses and it should be outlined very clearly at the time of hiring him.

This responsible position demands a multi-talented amicable personality as he will have to deal with employees and business customers in a very skilful way so as to establish and maintain the company’s reputation. Clerical skills are also called for as required for handling all aspects of personnel records and efficient maintenance of filing systems as well as business information. He will most likely be called upon to deal with more than one set of problems at any given point of time. So a sense of prioritisation is an essential quality. He needs to be techno-sauvy vis-a-vis maintaining of computerised records and the programs needed for their development. These all constitute the most essential pre-requisites of the administrator of human resources.

These pre-requisites are also complemented by education and previous experience. Human Resources qualifications are preferred by most corporates though some would make do with experience in administration. Some specialisation in business elements is also desirable as the administrator needs a basic knowledge of conduction of businesses. Previous human resources experience could be an added advantage to maintain efficiency and productivity of the department. At the time of recruitment of new people into the business, the corporates would always ensure due diligence so as to minimise the loss of efficiency and productivity.

Role of human resource certification

A demon ‘recession’ has swallowed a many jobs. Can human resource management find any solution for this worst ever phase of quality human resources? Probably, this is the right time to answer the question. Probably, this is right time to prove the ideal meaning of human resource management. So certainly, dealing with recession may be greatest ever challenge for human resource certification.

Human resource management is not only all about the best utilization of human. The most important thing is to ensure that not even single human’s capability has been wasted. Hence, phr certification and phr exam have become so much significant nowadays. Such credential status is an approval that HR executive have attained the standard issued by the society of human resource.

In general context, efficiency of Hr person is judged by his or her approach how to hire and sustain old quality employees. There need to pass several crucial decision making process viz. new employees should be hired or old one should be replaced, whether employees are dealing with the suitable profile or not. Apart from theoretical knowledge, spontaneity of hr person makes it an ideal human resource manager. In this context, one should not forget that hr policies and hr decisions always leave a long lasting impact upon any company’s fortune.

So, certainly the key hr job is to find unique amalgamation of intelligence, information and skill. Thanks to institution like PhrSphrTraining, that has produced and shaped a many talented hr managers. Its course material includes the best predictable questions of sphr and phr test. It covers employee compensation programs, labor laws and regulations, and employee risk management as well. Complex questions usually mean questions from United States labor history. Hence, it has been taken special care in the course material exclusively prepared by PhrSphrTraining.

If we believe upon expert opinion then employee reward management and motivation section is quite tricky section of the PHR and SPHR examinations. Reward section must include intrinsic and extrinsic rewards. For instance, autonomy, employee satisfaction and appreciation may be more effective than the pay. So, intelligence of hr person and policies are precisely examined by hr reward policies as well.

Many companies offer human resources training on the Internet in the form of “webinars.” Learn about customer service or employee benefits online with help from a certified personnel consultant in this free video on human resources. Expert: Pat Goodwin Contact: www.PatGoodwinAssociates.com Bio: Pat Goodwin is a certified personnel consultant and a career transition consultant who has worked with hundreds of individuals over the past 20 years. Filmmaker: Todd Green

Find More Human Resources Articles

The Role of Human Resources Management in Business

The role of the HR department has changed a bit over the years however and now more of a strategic role is taken by professionals in this field. Previously a lot of the activities carried out were administrative and related to recruitment and policies within the organization. There has been a paradigm shift as businesses and organizations realize the importance of a strong workforce and how to attract and retain the top staff. Human resource departments or consultants are key to helping businesses with this.

Talent management is an important area of HR. This is the process by which talent in an organization is spotted and placed on a path towards promotion or the top positions in the company. Generally this is carried out through performance monitoring and getting to know staff as individuals to find out their own career aspirations. It would be unfortunate to have a member of staff pegged as the next CEO, only to discover they have a completely different life plan! Often CEOs or senior managers aim to carry this out themselves, but in order to be thorough and ensure nothing is missed, it is much more sensible to give this responsibility to a human resources professional.

Surveys are another part of modern human resources management. Businesses need happy staff in order for the organization to thrive. Gleaning information and feedback from employee surveys and questionnaires is a great way the senior managers can find out more about the general feeling and sentiment amongst staff. Armed with the results, a strategy can be put into place to make improvements where necessary or boost morale. If you have an experienced human resources professional working with your company then you will benefit from tried and tested methods for improving the culture and mood within a company. This can be of great benefit to productivity levels and to overall profits too!

A good way to motivate staff is to be clear about their role in the organization. Allowing individual staff members the chance of advancement and progression up the career ladder is important if a company wants to attract and retain the best workers. Finding out career aspirations and implementing training to help individuals reach their goals is a vital part of the human resources management role. If your company hasn’t the room or the funds to take on new staff to take care of these vitally important human resources activities then you have two options. The first is to attempt to carry out the work yourself, or allocate it to an existing staff member. The second is to outsource the services to a specialist supplier.

Doing it yourself can simply distract your attentions away from the core business activities of your company. Allocating it to someone else could cause resentment and an increased work load for those concerned. By using a third party you will save yourself and your current workers this burden. Furthermore you will have peace of mind the work carried out is thorough and of the highest standard. Many organizations around the world are choosing to outsource their human resources management. Recognizing its important but without the resources to carry it out in house, human resources management companies are a great solution.

Whatever aspect of Human Resources Management you are looking for, from a straight forward assessment test of your staff to comprehensive leadership development of your company’s top talent, an HR company can help you get the results you are looking for.

Related Human Resources Articles

The Role of Human Resources Management in Business

The role of the HR department has changed a bit over the years however and now more of a strategic role is taken by professionals in this field. Previously a lot of the activities carried out were administrative and related to recruitment and policies within the organization. There has been a paradigm shift as businesses and organizations realize the importance of a strong workforce and how to attract and retain the top staff. Human resource departments or consultants are key to helping businesses with this.

Talent management is an important area of HR. This is the process by which talent in an organization is spotted and placed on a path towards promotion or the top positions in the company. Generally this is carried out through performance monitoring and getting to know staff as individuals to find out their own career aspirations. It would be unfortunate to have a member of staff pegged as the next CEO, only to discover they have a completely different life plan! Often CEOs or senior managers aim to carry this out themselves, but in order to be thorough and ensure nothing is missed, it is much more sensible to give this responsibility to a human resources professional.

Surveys are another part of modern human resources management. Businesses need happy staff in order for the organization to thrive. Gleaning information and feedback from employee surveys and questionnaires is a great way the senior managers can find out more about the general feeling and sentiment amongst staff. Armed with the results, a strategy can be put into place to make improvements where necessary or boost morale. If you have an experienced human resources professional working with your company then you will benefit from tried and tested methods for improving the culture and mood within a company. This can be of great benefit to productivity levels and to overall profits too!

A good way to motivate staff is to be clear about their role in the organization. Allowing individual staff members the chance of advancement and progression up the career ladder is important if a company wants to attract and retain the best workers. Finding out career aspirations and implementing training to help individuals reach their goals is a vital part of the human resources management role. If your company hasn’t the room or the funds to take on new staff to take care of these vitally important human resources activities then you have two options. The first is to attempt to carry out the work yourself, or allocate it to an existing staff member. The second is to outsource the services to a specialist supplier.

Doing it yourself can simply distract your attentions away from the core business activities of your company. Allocating it to someone else could cause resentment and an increased work load for those concerned. By using a third party you will save yourself and your current workers this burden. Furthermore you will have peace of mind the work carried out is thorough and of the highest standard. Many organizations around the world are choosing to outsource their human resources management. Recognizing its important but without the resources to carry it out in house, human resources management companies are a great solution.

Whatever aspect of Human Resources Management you are looking for, from a straight forward assessment test of your staff to comprehensive leadership development of your company’s top talent, an HR company can help you get the results you are looking for.

When writing goals for an employee’s performance appraisal, it’s important to understand and review the work that the employee was assigned to do. Find out why coming across as competent is important when writing goals for employee appraisals with help from a certified personnel consultant in this free video on human resources. Expert: Pat Goodwin Contact: www.PatGoodwinAssociates.com Bio: Pat Goodwin is a certified personnel consultant and a career transition consultant who has worked with hundreds of individuals over the past 20 years. Filmmaker: Todd Green

What Role Does Human Resource Management Play in a Business?

The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business’s investment in its people. This makes it a highly complex function – because it deals with not just management issues but human ones as well.

These 2 polarities are not always easy to balance and the human resource managers specifically try to maximize output from employees by instituting various schemes and policies. The following are some of the functions handled by the human resources team.

Handle compensation and rewards:–

Human resources are responsible for tying incentives and rewards to certain positions and roles in order to maximize performance levels. This is a strategic thinking task because it affects every single person in the organization and has to be planned separately for each position, depending on level, department and goals. Some jobs need to be more goal driven, such as sales so salary can be basic but commission can form the bulk of the remuneration, leading to more incentive to work effectively and close sales. Some firms tie top management’s salary to stock price but this can be risky. It is up to human resources to structure this important aspect to everyone’s satisfaction.

Recruitment:–

Another important task handled by the human resource function is the selection and retention of employees. If the right type of employees does not enter the organization, its days are numbered, because people drive almost any type of organization towards success.

Performance management:–

Regular, balanced and systematic appraisals must be administered consistently in order to evaluate the performance of each individual in the organization. This allows human resources to pinpoint the weaknesses of an individual’s work style and the strengths. They can then share this information with the employee in order to affect a change in performance. This in turn will lead to more productivity and potentially better returns on human investment.

Point of contact:–

The human resource personnel form the point of contact for an employee with any type of difficulty or query about their remuneration or other aspects of employment with the business. It is essential for someone to be available to answer questions and provide guidance. This communicates to the employee that the business cares about his or her concerns and is available to address them.

Employee expectations:–

The human resources function fulfills a very important ‘soft skill’, unspoken task – that of balancing employee expectations and the organization’s expectations. Both need to be addressed and aligned for a business to be successful and one with satisfied employees. Only a content and motivated employee will deliver good work, so it is the job of human resources to keep track of the expectations of the employee and those of the organization to ensure both are met simultaneously.

Enhance your career opportunities by learning how to manage a human resources department in this UniversalClass online course.

Play The Challenging Role Of A Human Resources Mba Personal In The Field Of Employee Management

Employees are the strongest shoulders of an employer to bear the burden of work. The edifice of an organization stands on the labor of low-level executives and high-profile professionals associated with the organization. In simpler terms, the potential of employees is a great resource for employers to rear returns from investment in business. So employee management is the key to the progress and prosperity, growth and development of a commercial organization. Employee management is a vital role for human resources MBA professionals to play at corporate organizations.

Employee management is not only a mammoth responsibility to shoulder but also a massive challenge to take up. Performance development, performance evaluation, salary determination, work problem solution and workforce motivation are the building blocks of this profession. Only qualified human resources MBA individuals fit the profile of this corporate profession. None but they better know the tricks and tactics of employee management.

To keep the employees motivated is to get the best of them. Motivation is the mantra for their performance development that can be geared to the smooth and fast rolling of organizations. Armed with a human resources MBA degree, a corporate aspirant can offer his or her services to motivate the employees of an origination by vivifying their work, appraising their performance and appreciating their values.

Corporate companies tie up with MBA institutes to recruit human resources MBA pass outs every year. Every company irrespective of its spread and expansion needs the service of a human resources MBA professional. The role of a human resources manager to address workforce related issues is imperative to the progressive profile of a company. Only a HR pro can channelize the manpower into multiple directions for increased productivity of the organization.

If employee management is a profession of your choice, you can wear the garb of a human resource manager with a distance learning MBA degree. Online MBA programs in human resources deliver the ingredients of a regular MBA degree or diploma course for the making of human resources professionals. A distance learning MBA program can endow you with the makings of human resources personal and makes you cut out for employee management responsibility.

If you want to switch over to the corporate sector from the present field, you can think of human resources management. What you need to do first before getting into the grip of human resources particulars is to hone interpersonal, motivation and employee-counseling skills. Doing a human resources MBA course via distance learning or online education will push you forward.

Find More Human Resources Articles

Human Resource Directorship – Various Challenges Of The Role Revealed

In the world of business, the human resource department is a very vital of most other departments. It’s in this department that firing, hiring process, payroll creation, training programs and other clerical tasks are undertaken, others may involve conflict resolution and mediation. The person delegated with the responsibilities of a human resource must therefore be a character of strong business background, human resource management, public relations and excellent communication skills. The position of human resource director can be very difficult and demanding at most times as well as enjoyable at times.

The person entitled to the position of human resource has to learn to properly communicate with both the senior executives and employees at all levels. The director of human resource is often seen as the bridge between the employees and the executive. He/she has to regularly present the staff concerns to the senior executives and argue for their sake as to why these concerns should be addressed. It should also be noted that oftentimes the director may find him/herself in an discomfited position with the staff. The employees will always come to the human resource director with personal or job related issues and the director must find a way to counsel that individual properly. if the problem is job related and is affecting the employees productivity at work, this can be noted by absenteeism from work or decreased motivation. Then the issue has to be dealt with in time because work will bear the brunt. It the problem is a wrangle between two or more workers at the workplace, it is the human resource director’s responsibility to arbitrate the conflict and bring peace. This can be a very tricky task for the human resource director.

The human resource has to be extra cautious and always remain unbiased in his/her dealings, because making decisions based on personal feelings in unethical for this position. Mediation talks and conflict resolution sessions never lack hard feelings and this is one challenge of the profession. The human resource director must demonstrate the ability to take this opinions and feelings as part of work and not as personal attack. The other challenge of this noble office of human resource is that due to their position as the employee representative to the executives, they can only consult the senior executives and nobody else for employee related problems. That tough part here is that the problem subject here could be the same senior executive he/she has to consult.

The positive side of the human resource office is that is offers security that makes it an attractive career opportunity. Many chances exist of a human resource director in higher echelons like the senior managerial positions. The position of human resource is found in almost all companies, so switching work to another company is must of a challenge. The profession entails contact with people and does not merely rely on paper work. There are plenty of opportunities out there for people with these skills out there. It is also a position sought much by persons who’ve in the position of human resource with other places and desire to move up the career ladder into managerial positions.

THE CHALLENGES OF GLOBALIZATION AND THE ROLE OF HUMAN RESOURCES

By Arshad Husain

Abstract

Globalization symbolizes the structural making of the world characterized by the free flow of technology and human resources across national boundaries presenting an ever-changing and competitive business environment. A vital aspect of globalization is the way diverse challenges are being faced by nations in an increasingly inter dependent world. No country can meaningfully progress today without efficiently responding to demands and pressures generated by international organizations and processes. World Trade Organization (WTO) for instance is bound to lead in a whole new system of trading relations. This paper is an attempt to address two limitations. First the human factor is the key in the new era of globalization, a primary objective of this paper is to present a conceptual framework for effective management of human resources as a response to the growing interaction of globalization and business performance. That in order to manage employees for competitive edge in a period of globalization. And the second limitation of paper will focus on how training is important for fulfilling strategic goals and especially during times of technological growth and development in the modern world of ever changing information and innovation in order to meet the challenges of globalization.

INTRODUCTION

As we enter a new millennium, the effects of internationalization now known as globalization are everywhere apparent. This has played a major role in sustaining the economic expansion of the global economy in the second half of the 20thcentury. Globalization is seemingly shrinking the planet as barriers to trade are dismantled, transport and communications costs fall, and global production systems are formed and managed by giant multinational corporations.

Globalization can be defined as the ongoing economic, technological, social, and political integration of the world that began after the Second World War. There are several dimensions to this dynamic process, including the increased internationalization of economic markets as reflected, for example, in trade and financial capital flows. The primary objective of this paper is to present a conceptual framework for strategic management of human resources as a response to the growing interaction of globalization and business performance. The rapid integration of the world economy through increased trade and investment, which has been fueled by new technologies, the spread of information and the growing importance of knowledge-based industries, provides the potential for opening up new avenues for human development.

Three central arguments made in this article are:

1. That a great deal of evidence has accrued to suggest that changes taking place in the global business environment often are not accompanied by complementary changes in human resource management practices leading to a situation whereby the failure of some firms is due to the mismanagement of people rather than to problems with technical systems.

2.This is because organizations have achieved relatively low levels of effectiveness in implementing Strategic Human Resource Management practices.

3.That in order to manage employees for competitive edge in a period of globalization, human resource personnel must possess competencies relevant for effective implementation of such strategic HRM policies and training.

HRM ISSUES AND CHALLENGES IN GLOBAL MARKETS

The coming of the 21 century poses distinctive HRM challenges to business especially those operating across national boundaries as multinational or global enterprise. Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources. There are certain human resource management issues that are particular for the global enterprise. The key issues involve staffing policies selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative, culture barriers, and legal frame work. Others issues include understanding the challenges of living and working overseas, performance  appraisals from a  distance,  training  and management development, compensation packages, and labor relations and organized labor laws.

STRATEGIC HRM AS A RESPONSE TO THE CHALLENGES OF GLOBALIZATION

The world has undergone a dramatic change over the last few decades, the forces of globalization; technological changes have greatly changed the business environment. Organizations were required to respond in a strategic manner to the changes taking place in order to survive and progress. Strategic Human Resource Management (SHRM) involves a set of internally consistent policies and practices designed and implemented to ensure that a firm’s human capital contribute to the achievement of its business objectives. Strategic human resources management is largely about integration and adaptation. Its concern is to ensure that:

1. Human Resources (HR) management is fully integrated with the strategy and the strategic needs of the firm.

2. HR policies cohere both across policy areas and across hierarchies.

3. HR practices are adjusted, accepted, and used by line managers and employees as part of their everyday work. SHRM practices are macro-oriented, proactive and long term focused in nature; views human resources as assets or investments not expenses; implementation of SHRM practices bears linkage to organizational performance; and focusing on the alignment of human resources with firm strategy as a means of gaining competitive advantage.

The role of people in the implementation of strategic responses has a significant bearing on the success rate. It is therefore imperative for organization to look at the human issues involved before implementation of any strategic responses. At this connection the question is: How can organizations effectively adopt, implement and maximize HRM practices for valued firm level outcomes? That is, how can firms increase the probability that they will adopt and then effectively implement appropriate HRM practices? Insuring that members of the HRM personnel have the appropriate human capital or competencies has been suggested as one way to increase the likelihood of effective implementation of HRM practices .The future HR professional will need four basic competencies to become partners in the strategic management process. These include business competence, professional and technical knowledge, integration competence and ability to manage change.

IMPLICATIONS FOR HRM PRACTICES

HR professional competence describes the state-of-the-art HR knowledge, expertise and skill relevant for performing excellently within a traditional HR functional department such as recruitment and selection, training, compensation, etc. This competence insures that technical HR knowledge is both present and used within a firm.

Business-related competence refers to the amount of business experience HR personnel have had outside the functional HR specialty. These capabilities should facilitate the selection and implementation of HRM policies and practices that fit the unique characteristics of a firm including its size, strategy, structure, and culture .In other words, these competencies will enable the HR staff to know the company’s business and understand its economic and financial capabilities necessary for making logical decisions that support the company’s strategic plan based on the most accurate information possible.

FRAMEWORK AND PROPOSITIONS

The human resource function faces many challenges during the globalization process, including creating global mind-set within the HR group, creating practices that will be consistently applied in different locations/offices while also maintaining the various local cultures and practices, and communicating consistent corporate culture across the entire organization. To meet these challenges, organizations need to consider the HR function not as just an administrative service but as a strategic business.

The following is derived from the framework as mentioned above:

1. Human resource managers may have achieved higher levels of HR professional  competencies and lower levels of business related competencies.

 2. The incidence of implementing strategic HR practices is lower in organizations especially in the developing countries.

 3. Both HR professional competence and knowledge of the business (business related competence) significantly contribute to the extent of implementing SHRM Practices.

 4. Managerial competencies are significantly related to organizational performance.

 5. The extent of implementing SHRM practices contribute significantly to firm level outcomes.

 6. The relationship between SHRM and organizational performance is affected by organizational context variables (firm size, level of technology and union coverage).

It may be pertinent to point out here that the six propositions derived from the framework are particularly relevant for giving insights into the HRM challenges facing organizations in the new era globalization. In other words, these propositions will help us organize thought on the level of readiness (and otherwise) of organizations in response to the challenges of the global business environment. For example, if HR personnel especially in developing countries demonstrates higher levels of HR professional competence relative to the business-related competence (as found in the literature), it would be important to set right this wrong as a stepping stone for succeeding in global business. This is because to succeed in the new era of globalization, the human factor is central. That is why it is necessary for HR personnel to prove themselves beyond reasonable doubt that they are capable of playing key roles in enhancing the status of the HR department (Barney & Wright) must possess a thorough understanding of busines and also act as important influences in the level of integration between HR management and organizational strategy (Golden & Ramanujam).

TRAINING FOR GLOBAL BUSINESS

Firms competing in a global market place, and organizations are to survive and prosper in the modern world of rapid change, they need to be more flexible, faster-moving and faster-learning than before. For that firms are implementing special global training programs, the reason for doing to avoid lost business due to cultural insensitivity, improving job satisfaction and retention of overseas staff and enabling a newly assigned employee to communicate with colleagues abroad. Providing training for employees not only helps them develop their skills and knowledge, but it is also motivational and a building block to organisational success. Global training programs opt for prepackaged programs. (Gary Dessler).

 • Executive Etiquette for Global Transactions: This program prepares managers for conducting business globally by training them in business etiquette in other cultures.

 • Cross Cultural Technology Transfer: This program shows how cultural values affect perceptions of technology and technical learning.

 • International Protocol and Presentation: This program shows the correct way to handle people with tact and diplomacy in countries around the world.

 • Language Training: Language training delivered by certified instructors, usually determined by the learner’s needs.

CONCLUSIONS

This article summarizes the interaction of globalization and business performance especially with a flavor of the challenges from the perspectives of human resources. This article presents a framework for Strategic Human Resource Management as a response to prepare organizations for the challenges of globalization. It has been observed that by and large organizations have achieved relatively low levels of effectiveness in implementing Strategic Human Resource Management (SHRM) practices (Huselid, et al.). The rampant pace of global competition, the speeds of technological developments, rapidly changing demographics, and the incredible increase in information technology have resulted in a business environment that changes day to day, hour to hour. To remain competitive in such a dynamic environment, businesses must continually improve their human resource management systems and organizational changes. If the propositions outlined above are supported, then the real challenge for organizations in the era of globalization is to pay particular emphasis to strengthening their human resources by upgrading the relevant competencies. Addressing these issues is a necessary step towards facing the challenges of globalization in to the next millennium.

REFERENCES

Golden, K.A. & Ramanujam,. Between a dream and a nightmare: On the integration of human resource management and strategic business planning.

Gary Dessler, Ninth Edition Human Resource Management.

Srinivas R.Kandula, Strategic Human Resource Development

Sims, R.S. & Sims, S. J Changes and Challenges for the Human

Resource Professional. Personnel Psychology

Schuler, R. S. 1992. Strategic Human Resource Management: Linking people with the needs of the business. Organizational Dynamics,

Huselid, M. A. & Becker, B. E.. Methodological issues in cross-sectional and panel estimates of the human resource-firm performance link. Industrial Relations

Delery, J. E & Doty, D. H. Modes of theorizing in strategic human resource management: Tests of universalistic, contingency and configurational performance predictions. Academy of Management Journal, Phillips, N. Innovative management. London: Pitman.

CollegeGrad.com – Career Videos, Human Resources Managers. Human Resource Managers are in the business of making positive connections. They’re employed by companies and government agencies to match people to jobs.