HRM Essay Example | Topics and Well Written Essays - 2250 words - 2

HRM - Essay ExampleAs a finish strategy, Thurlby was reported to advert that those who refused had less chance of being shortlisted for a future top job at the company (Peacock, 2010, par. 1). In this regard, the essay aims to address the following objectives, to wit (1) to identify three important HR issues that are embossed by this scenario (from the condition) (2) to review and summarize the most pertinent research evidence and contemporary thinking relating to these issues and (3) to come down out clear and concise research-based advice to HR professionals who face similar situations. Specifically, the above mentioned objectives would be tackled using the topics on international employees resourcing, unsusceptibility and managing cultural diversity in multinational organizations. Three Important HR Issues The article written by Peacock (2010) proffered three contemporary and critical issues that face global organizations international employees resourcing, resistance and ma naging cultural diversity in multinational organizations. These issues would be discussed in greater detail, as follows 1. International Employees Resourcing The evident characteristics of an international manager, known as an oust manager has been noted by Schneder and Barsoux (2003) as a young type of cosmopolitan, multilingual, multifaceted executive who is operational across national borders (somewhat like James Bond) (Schneider and Barsoux, 2003, p. 185). The plight and challenges experience by acquits are closely evaluated by Pires, Stanton & Ostenfeld (2006) in their discourse that aimed to provide guidelines to improve the adjustments and effectiveness of expatriates cause to ethnically diverse environments. Jordan & Cartwright (1998) depicted the most apt key traits and competencies that organizations should be aware of in selecting expatriate managers. Further, expatriation was seen as a promoter of change and an interrupter of status quo (Glanz & van der Sluis, 2001 ) that options need to be heady by organizations in terms of establishing a career plan to encourage the expatriates decision to move and determining options for the expatriates spouses. The Business Dictionary (2011) defines an expatriate as a person who has citizenship in at least one country, but who is living in another country. Most expatriates only stay in the foreign country for a certain period of time, and plan to return to their home country eventually, although at that place are some who never return to their country of citizenship (par. 1). In the case of Jaguar, the HR director specifically stated that the potential expatriate manager would be relocated to China on a three-year assignment. Concurrently, those with partners, or children in schools, were often put off the upheaval of moving abroad (Peacock, 2010, par. 2). The apprehension from the points of views of potential expatriate managers could be analyzed in terms of the potential problems identified as follows (1) unprepared and ill-equipped to align to the demands of a new environment (2) failure