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

HRM - Essay ExampleAs a decision strategy, Thurlby was reported to indicate that those who refused had less calamity 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 all important(predicate) HR issues that be raised by this scenario (from the article) (2) to review and summarize the most pertinent research evidence and contemporary thinking relating to these issues and (3) to set out intelligibly 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, resistance and managing cultural variety in multinational organizations. triad Important HR Issues The article written by Peacock (2010) proffered three contemporary and critical issues that face global organizations international employees resourcing, resistan ce and managing cultural diversity in multinational organizations. These issues would be discussed in greater detail, as follows 1. International Employees Resourcing The distinct characteristics of an international manager, known as an expatriate manager has been noted by Schneder and Barsoux (2003) as a new 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 experienced by expatriates are closely evaluated by Pires, Stanton & Ostenfeld (2006) in their discourse that aimed to provide guidelines to improve the adjustments and effectiveness of expatriates movement 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 determined 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 countrified, 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 there are some who never return to their country of citizenship (par. 1). In the fountain 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 a great deal 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 pr oblems identified as follows (1) unprepared and ill-equipped to conform to the demands of a new environment (2) failure