Neither one of these opinions is good for the organization as a whole or the HR Department itself. The HRM function may be very efficient that way, but it loses its effectiveness.
In the second example, the globalization of the world of business has become a serious issue for workers who deal with customers, but the HRM function also needs to be up-to-date with how to respond to people who have different ethnicities and cultures. Effectiveness is often put on the back burner in lieu of efficiency. The HR Department needs to get things done, so it does things the way it always has -- it knows that way works. Unfortunately, though, that means that it is not always as sensitive to the needs of others as it should be. Employees in other countries or regions are not used to another area's way of doing things. While some things cannot (and should not) be changed just to accommodate another person, the HRM function of any organization should be willing to...
A little bit of cultural understanding can go a very long way in the business world, especially when seeking out new employees and clients.
It is relatively easy to see that HRM still has a long way to go. The Department needs to make itself known to the employees of an organization who may need its services, and those who work in the Department also must realize that they have to become more flexible if they are going to be successful in an increasingly global economy. This is not always easy for organizations that have done things a certain way for a very long time, but organizations that do not change with the times will find themselves overtaken by their competitors. These organizations may think that the way they handle their HRM functions do not matter that much to others, but HRM is a vital component of any business and needs to be treated as such.
