Effects of Globalized Human Resources

Human Resources

The author of this report has been asked to speak about the human resources function. As part of the analysis that will take place within this report, there will be the inclusion of peer-reviewed sources about human resources as a function. Indeed, human resources is often minimized in terms of its importance with many businesses but that is a gross miscalculation. Who is hired, how they are paid and the creation and enforcement of human resources functions are all important to any business that hires, fires, promotes and handles employees. This is complicated and made more perilous by the fact that the business world, human resources included, is increasingly become globalized in nature. While some may disregard or resist the fact that the human resource function is increasingly global in nature, the advancement of communication and other technologies has made it a change that will not revert itself.

Analysis

One realm of human resources that has notably adjusted and shifted to fit the new global tone of the profession is the educational sphere. Indeed, there is a role to be played by universities and colleges when it comes to preparing the human resources professionals of the future. Further, the people involved in this improvement of education include office holders, lecturers and students. There are both academic and non-academic aspects to making this all work well for the students involved. While some may hold that the United States and other Western nations are the epicenter of such progress, this is simply not always the case. For example, the top ten universities in East Java have been found to be on the forefront of preparing the human resources professionals of the future. This has been studied and verified by more than one researcher through the use of methods like observation, in-depth interviews and documentation (Ishomuddin, 2015).

Some scholars have looked at the changing paradigm and have coined the term "brain circulation." This is the result of a confluence of migration, reverse migration, globalization and regionalization. There has also been the emergence of a worldwide "war" for talent. Indeed, there are many companies seeking candidates for high-level positions that are looking to foreign countries for their requisitions. There has also been a marked improvement in diversity as the result of all of this mixing and matching. All three of the main dimensions of diversity, those being separation, variety and disparity, have been improved upon in many ways. Further, a lot of the movement has been self-inspired and self-initiated while there has also been encouragement and fleshing out of these migrations and movements by both private sector and public sector entities including agencies, businesses, non-profits and so forth. All of these changes and shifts has led many to assert that we must all "adopt new lenses to fully understand the dynamics that impact international human resources management (IHRM) policies and practices (Tung, 2016). One challenge with international human resources is that some businesses are being less than ethical when it comes to using (some would say exploiting) international employees. For example, conditions in some factories and other work locations (whether owned by the firm using them or not) are deplorable in terms of their conditions and pay. However, corporate social responsibility advocates have made an effort to keep firms ethical and honest and the overall gravity of movement when it comes to international IHRM is positive.