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Ref No: 1904

Strategic Human Resource Management

1.0 Introduction

Strategic Human Resource Management:The purpose of the assignment is to shed light on the main issues that companies face while developing global HR policies and practices. Furthermore, the assignment also purports to explain different perspectives of companies and scholars on global human resource polices. Therefore, to accomplish the aim of this assignment, a case of Nigerian company entering in Australia has been discussed. Therefore, practices and policies for the foreign company will be devised and discussed. Furthermore, the issues faced by companies while devising HR policies for a foreign country have also been discussed.

2.0 Human Resource Management

HRM, in general is defined as a set of activities taken by firms, companies, and organizations in order to retain, recruit and motivate their employees. Therefore, it can rightly be stated that HRM is a bundle of policies and practices set by an organization in order to achieve its core objectives. The policies and the practices developed by the HR also enable a company to make full utilization of its human capital (Dowling et al., 2013). The planning of the HR policy initiates with the first interaction between the employee and the employer, i.e. during the process of recruitment and selection, which moves on in determining the behaviour and the attitude of the people at the workplace (Crawshaw et al., 2014). Similarly, the terminating, appraising and training policies are also a part of a company’s HR policy (Mello, 2014).

The figure below has conceptualized the performance of workforce as capabilities, motivation, and work for an organization. The capabilities include the knowledge, skills and the employee’s aptitude that they are supposed to work with at a workplace. In the same manner, motivation includes the incentives required by the employee for encouragement. In this regards, firms are required to develop a structure so that the employee can perform well (Armstrong and Taylor, 2014). In the view of Jackson et al. (2014), the history of HR management dates back to 19th century, when the industries of US and Europe employed some of the offices for the well-being of its employees, the main focus of the well-being was towards women and children….