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This brings with it a unique set of opportunities and challenges (Kosch, 2007).
Kosch (2007, p.1) for example mentions the benefits of an international camping program in the United States, where students from across the globe came to American campsites to work as advisers, cooks, housekeepers, and others. The main benefit was the diversity of cultures that enabled a mutual learning process with the result of mutual respect. The main challenge was however the fact that these workers were far from their known and trusted support systems, and cultural integration could prove difficult at first. However, in an increasing amount of workplaces, cultural diversity has become the norm rather than the exception. In such environments, HR managers should therefore ensure that the various cultures integrate effectively to help the company achieve its goals as well as to promote optimal working conditions. Diversity is an integral part of working life. Prejudice is no longer ethically acceptable, although it still does occur in many workplaces. This could have a detrimental effect upon the perception of the company, as well as its internal functioning and achievement of goals. Where it previously simply related to compensation and compliance issues, it is now much more. Indeed, one might go as far as saying HR management is the heart of business. It ensures an optimal relationship between managers, employees and the public for the purpose of optimizing the ability of companies to reach their goals. It is only when the public perceives a company as ethical and caring that the company can expect to see an increasing bottom line.
The same is true for the management style exercised within a company. Although the ideal is to implement a management style that optimizes the creativity of staff, some still rely upon fear and intimidation to accomplish their goals, with little more than the bottom line in mind (Soupata, 2004, p. 15). Instead, Soupata (p. 15) suggests that it is far more effective to use devices such as sincere recognition to encourage employees to continue giving their best.
References
Grantham, P.H. And Hook, M. The Changing Role of Human Resources: Discussing the new model of the HR organization. Columbia Consulting Group. Retrieved from http://www.singergrp.com/presentations/changing_role.pdf
Kosch, S. (2007, Sept/Oct). Global Understanding: The Benefits and Challenges of International Staffing. Camping Magazine.
Management Matters. (2007, Feb). Employee Recruitment Part 1 -- Recruiting Strategies. Wood&Wood Products. Retrieved from www.iswonline.com
Schein, E.H. (2008) The Changing Role of the Human Resource Manager. Poslovna Sola. Retrieved from www.iedc.si/publications/masterclasses/masterclass_eng.pdf
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