Globalizing Human Resource Management

Question: Discuss about the Globalizing Human Resource Management. Answer: Introduction The operation of every industry is evolving and so the way of managing the employees (Armstrong and Taylor 2014). The organizations are coming out of the traditional way of human resource management and applying modern ways of the same (Fee 2014). New ways of managing the employees will help in enhancing the performance of the employees and eventually will enhance the business of the organization (Sparrow, Brewster and Chung 2016). The human resource department is mainly responsible for recruiting new employees and managing the employees (Purce 2014). However, if the employees will be able to appoint their own leader, it might help in better performance of the employees. The process might have been tiring in the initial phase but if the human resource department look after the process and will properly see that there is no biasness in the strategy, it will be helpful for the organization in the long run (Renwick, Redman and Maguire 2013). The report will be divided into three parts. The implication of the employees, human resource department and the leaders will be evaluated. The implication of the employees once they will be able to elect the leaders will be assessed first. The implication of the human source department for the similar strategy will be studied. Finally, the implications of the leaders regarding the strategy will be examined in the report. The implication from three different departments will help in understanding the effect of the new strategy on the organization. Implication for the employees When the employees will be able to select their leader, the first good effect that will happen in the organization is that they will be happy with the leader (Jackson, Schuler and Jiang 2014). They would be comfortable with the leadership style and will respect the leader (Budhwar and Debrah 2013). As the employees who are electing the leader, hence chances of complaints will also be lesser. They will be satisfied with their choice and eventually the employee engagement will rise (Alfes et al. 2013). The team will not be affected by any politics. On contrary to other situations, where the employees are already in a lookout to get the most for the leader, in this situation, it will be different (Mitchell, Obeidat and Bray 2013). There will be no dirty competition between the employees and they will be helpful towards each other. When the employees will have their voice in the decisions that are being taken, chances of collision will be less (Riley 2014). They will listen to the leader and hence, the work will be carried out in a smooth manner. Chances of employee turnover will also decrease (Marler and Fisher 2013). Once the employees will be happy working with a leader of their choice, they will be happy and hence, they will develop a long-term relationship with the company (Boella and Goss-Turner 2013). It will helpful for the leader to manage the employees. In some cases, it have been seen that leaders are unaware of the capabilities of the employees. They ask the employees to so certain task but it might happen that the employees might not be able to perform the task. Once the employees will elect the leader, the person who will be the leader will have an idea about the capabilities of the employees (Carmeli, Gelbard and Reiter?Palmon 2013). The employees and leaders will have good relationship with each other. The leaders will be able to assign the task properly and the employees will be satisfied with the job role and will be able to perform in a better manner (Cristiani and Peir 2015). SumAll is one such organization that specializes in analyzing data. SumAll first came up with the idea of letting the employees elect the leaders (Atkinson 2015). The organization was able to witness good results from the new policy but some of the shortcomings were faced by the organization. At times, the employees were not able to elect proper leaders (Thomas and Lazarova 2013). The problems were rectified in the nets election but organization had to suffer from a temporary shortage of productivity. However, along with the shortcomings, there had been certain advantages. The best advantage is the learning process (Bartram and Dowling 2013). The leaders who were unable to manage the employees came to know about the areas that they lack knowledge and they learn the way to develop their skills. A person who has not been in the role of the leader will be able to play the role of the leader once elected. Thus, the employees will be able to develop their leadership skills. In addition to this, the employees will be able to brush up their decision-making skills while electing the leader for the group (Fee 2014). The employees were benefitted by the idea, as they were ready to test themselves in various situations. Earlier it was thought that for every election, one employee will step up for the role of the leader and other employees will not step back. However, employees were ready to take the position of the leader and hence the voting was tough. However, SumAll does not suffer any issues where there will be campaigns or advertisement for the voting process. HRM implications While recruiting the employees in an organization, the human resource department can take the help of external and internal recruitment (Armstrong and Taylor 2014). The human resource department might have to change the recruitment style from external recruitment to internal recruitment (Sparrow, Brewster and Chung 2016). Every time there would have been needed a new employee in the senior position or in the position of the leader of a team, they have look for employees outside the organization. By letting the employees choose their own leader, there would be an increase in internal recruitment (Purce 2014). It can be said that the work for the Human Resource Department will be reduced as far as the recruitment is concerned. They would not have to look after the recruitment process, but they have to look into the matter that the voting process is done in a proper manner. Along with the senior management, they will have to decide the members in a team in such a manner so that the tale nts in the divided in a proper manner (Renwick, Redman and Maguire 2013). The amount of training process from the part of the human resource department will increase after the implement of the new process (Jackson, Schuler and Jiang 2014). The human resource department will have to enhance their training process accordingly. The human resource department will have to assess the talents of the employees once an individual will be elected in the role of the leader (Budhwar and Debrah 2013). The human resource department evaluate whether the person is able to carry out the role of the leader and enhance the training process based on the evaluation (Alfes et al. 2013). If an employee is not able to carry out the job of the leader well, the human resource department should look into the matter whether there is any need of training for the employee who is assessing the role of the leader (Mitchell, Obeidat and Bray 2013). The human resource management of the organization who is letting the employees choose the leader, they can take the help of the zinger model. The zinger model aims at enhancing the employee engagement. The model points out the factors that are necessary to keep the employees engaged in works. Once the employees will be able to appoint the leader in an organization, they will be happy and will work for the enhancement of the business. Thus, the zinger model will be helpful for the human resource department to understand the importance of the strategy and the way to handle the employees so that the new strategy helps in the enhancement of the business. The human resource department should consider the new strategy that is the employee electing the leader as the craft strategy and they will aim at achieving the end results (Riley 2014). The central part of the model is CARE. As the employees will elect the leader, both the employees as well as the employees will be able to connect with each other. the human resource department will be responsible to see that the strategy authentic, it might not happen that the employees are selecting someone, and some other person is becoming the leader. The employees will get the sense of recognition once they will be able to appoint their leader. They will feel that there is some importance of their decision; they will take the proper decision in future. Thus, the human resource department should look into the fact all the employees are able to cast their vote for electing the leader. The human resource department will be able to perform well once the employees will be engaged in their work. The role of the human resource department is to assess the factors of the model and see that it is being followed properly in the organization while the new strategy is being implemented (Marler and Fisher 2013). The Human Resource Department should follow esteem organization to see that the rights of the employees are followed ethically in the organization. The human resource department should look into the fact the employees are following a diverse community while electing the leader. The employee should elect the leader based in capability, not based on ethnicity of the leader (Boella and Goss-Turner 2013). The Human Resource Department should look into the fact that the strategy is helping the organization to serve the customers well. If electing the leaders by the employees is not helping in enhancement of the business, the strategy should be changed accordingly (Carmeli, Gelbard and Reiter?Palmon 2013). On the other hand, the employees should be able to develop their career. Th e employees should learn the decision-making skill and the employees who will be elected as leader should be able to learn the leadership skills. Once the employees will be enthusiastic and full of energy, it will help in proper management in the organization. Thus, the strategy should help the employees to stay focused in the work. The strategy should contribute to the well being of the employees. The Human Resource Department should see whether the employees are happy with the strategy and handle the situations accordingly. Implications for leaders and managers Once the employees will elect the leaders or the managers, they will be able to understand the meaning of the responsibility (Cristiani and Peir 2015). When an organization is appointing a new employees, it is the decision of the senior management. However, when the employees will unanimously decide their leader, the responsibility doubles. The leader who has been elected by the employees should be able to live up to the expectation of the employees (Thomas and Lazarova 2013). They should perform in a better manner. In addition to this, they should be able to build a good relationship with the employees. The responsibility to take care of the employees doubles when the employees elect the person (Bartram and Dowling 2013). The leader or the manager who has been elected by the employees should follow transformational leadership style (Fee 2014). By being transformational leader, the individual should look after the development of the employees professionally and personally (Armstrong and Taylor 2014). As the employees have trusted the leader and appointed the person, the leader should keep the trust of the employees (Sparrow, Brewster and Chung 2016). The employees should be able to acquire new skills while working in the organization rather than just working for the company (Purce 2014). They should learn new things that they could apply in future or help them to develop their career in the same company or any other organization where they are working (Renwick, Redman and Maguire 2013). Conclusion After going through the situation, it can be said that the employees will be happy and satisfied once they will be able to elect their own leaders. There will be no dirty politics in the organization with the help of the strategy and level of employee engagement will rise accordingly. The employees will feel good, as they will be able to voice their concern in the organization. They will work hard as their decision will be recognized. SumAll is one such organization that was first developed the idea of employees elect the leaders. The organization was able to face good results, as the employees were content with the idea. However, the organization faced with shortcomings as all the employees were not for the roles. The employees were able to learn the required skills for the respective roles. The zinger model is best for the HR department to handle the situation where the employees will choose the leaders. When on one hand, the HR department will not have to spend time over recruitme nt, on the other hand, they have to spend considerable amount of time to see that the new strategy being followed properly in the organization. The individuals who will be appointed as leaders might or might not be able to essay the role properly. The HR department will be responsible to give proper training to the employees who are lacking the quality. Once the employees will elect the leaders, the leaders should become more responsible. The leaders should start following transformational leadership style. They should think about the professional and personal development of the employees along with the development of the organization. References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. 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