Information Technology and Global HRM
What is Global HRM ?
It can be classified the objectives of global HRM as
follows (ManagementStudyGuide, 2018).
- Create a local appeal without compromising upon the global identity.
- Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries.
- Training upon cultures and sensitivities of the host country.
Click below link to find out more on HRM in global perspective :
https://youtu.be/EBBLWqt3qVI?t=12
Technical evolution is intimately
connected with the development of service center models. Consequently, more and
more service center activities can now be put online in order to develop the
ethos of employee self-service or self-reliance. Operations behind the scenes
to handle this service may be managed in-house or may be outsourced to firms
that have the technological expertise to offer such services at low cost, but
the ability to answer employee questions on behalf of the employing
organisation (Ulrich, 2000).
Figure 1 : Impact of Information Technology on HRM (Civilserviceindiacom, 2019)
Ghoshal and Gratton (2002)
express four important integration activities that the corporate HR center can
make a unique contribution as noted below,
Operational integration through standardized technology:
E-enablement of HR on a global
scale. Portals can provide a common front to employees and help integrate the
HR function around common processes. This is a form of information-based
integration within the HR function.
Intellectual integration through the creation of a shared knowledge base:
By focusing on creating, sharing
and exchanging knowledge both within and beyond the HR community, corporate HR
functions can ensure that the intellectual capital of the function is rapidly
codified and shared across constituent HR functions.
Social integration through the creation of collective bonds of
performance.
This is where the function
develops a clear sense of what it wants to achieve and how it wants to achieve
this goal. The shift within global HR towards working through global networks
is an example of new patterns of social integration.
Emotional integration through a sense of shared identity and meaning.
This concerns the mobilization of
hearts and minds behind change processes. Examine the need for international HR
professionals to act as guardians of national culture as they negotiate a new
balance between the application of global rule-sets to HR processes and the
need for local responsiveness to cultural imperatives.
References :
Ghoshal, S. and Gratton, L.
(2002) ‘Integrating the enterprise’, Sloan Management Review, Vol. 44 (1).
Available at: ManagementStudyGuide (2018), [Online]
Civilserviceindiacom. 2019. Civilserviceindiacom.
[Online]. [4th October 2019].
Available from:
https://www.civilserviceindia.com/subject/Management/notes/hr-challenges.html
Sparrow, P. R. and Hiltrop, J. M.
(1997) ‘Redefining the field of European human resource management: A battle
between national mindsets and forces of business transition’, Human Resource
Management, Vol. 36 (2), pp. 1-19.
Available at: https://www.managementstudyguide.com/global-hrm.htm [Accessed on: 04th Oct 2098].
Ulrich, D. (2000) ‘From eBusiness
to her’, Human Resource Planning, Vol. 20(3), pp. 12–21.
Of course the Technology changes the way HR departments contact employees, using well, technology makes HR practices more efficient. It can get in the way of managing the company's human resources. Good HR practices maximize the benefits and minimize the problems. Good luck, great stuff!
ReplyDeleteIT has changed the way which HR processes are currently managed and enabled organization to achieve HR goals more effectively & efficiently.Good job Venura
ReplyDeleteInformation technology has given a positive impact on global HRM. Good briefing on operational relational and transformational impact on Global HRM.
ReplyDeleteIn modern era IT has combined with every field so IT has positive impact on HRM too.
ReplyDeleteGlobalization brought world to one market place and International HRM came to in to action to handle different culture and legal barriers arise through globalization. In the present context IT plays a major role in HRM, especially to handle to handle numbers and to operate in many countries. Thanks for sharing.
ReplyDeleteGood topic Upendra. Globalization is happening every industry and every organization rapidly. But there should be a systematic way to face the challenges. Use of IT based solution gives huge support on it. There should be a systematic training and development program to change the existing culture and some norms which were practiced long period. Thanks for sharing this with us.
ReplyDeleteTechnology plays a vital role in modern day HRM. HR functions have become more transparent and efficient with the new developments of technology.
ReplyDeleteTechnology is the most valuable tool that drives the globalization where it connects all the boundaries in to a single link. Good job.
ReplyDeleteWith the arrival of globalization, organizations big or small have ceased to be local, they have become global. This has increased the workforce diversity and cultural sensitivities have emerged like never before.Thanks for sharing.
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