Shadi Samman
Prof. Raj
BUAD 647
February 19, 2018
International Business Management
International business management is the process of maintaining and controlling the global
economic and business environment (Sinha & Sinha, 2008). In the present world, the global
businesses have an obligation of hiring a diverse workforce that differs in culture, background,
ethnicity, experience etc. in order to much the market demand. This report outlines the reasons
why the global workforce will continue compromising various attributes, its advantages and
disadvantages, the challenges encountered by most human resource managers globally and its
impact on organizations.
Many youths in developing countries lack appropriate skills due to inadequate training.
The rate of unemployment in these countries is also high as compared to the developed nations.
Generally, the workforce is composed of middle-aged employees and women are dominant. The
world’s labor force is defined by cultural diversity since the employees come from different
backgrounds and geographical areas. However, the international labor force has contributed to age
discrimination practices that creates a conflict between the management and the (The Economist
Newspaper Limited, 2018). Many organizations try to avoid this problem to increase their market
productivity in the market.
However, despite the fact that the workforce is dominated by middle-aged employees
globally, the older employees are still much experienced but they pose a threat to the organizations
that deal with health. This is because such organizations provide health services to the public with
various disabilities. Identifying the right employees to the job and retaining skilled workers a
challenge that many organizations face.
The consideration of gender is also something that has been taken seriously. Most firms
and the state have created accommodations such as daycare centers for women with children, and
flexible working time for the female workers. However, in order to exploit the significance of a
diverse workforce, it is important to understand ways to attract women to join the workforce such
as by rewarding and motivating them. In some states, only a few women contributed to the global
workforce despite them facing numerous economic challenges. These small number of women
were given promotions to senior posts in various organizations, which were initially occupied by
their male counterparts (The Economist Newspaper Limited, 2018).
Some particular firms all over the globe have been using human resource analytics to
conduct a workforce planning. This has helped in the expansion of analytical skills to avoid skill
shortages. The purpose of communication technology and the growth of international and
transnational trade proved futile in the attempt to solve hiring complexities. In order to attract
global talent, organizations need to be aware of the current applicable methods and techniques of
attracting these talents (The Economist Newspaper Limited, 2018). The organizations should
utilize technology in identifying these talents. This is because the technology such as the media
has played a big role in the hiring of employees in various organizations.
It is a fact that most firms have encountered challenges when aligning their current
strategies to match and fit their organizational goals. Currently, companies that make profits are
those that used a holistic approach to employ its workers. Those companies consider aspects such
as branding, hiring on board, screening, assessing their employees and adopting an appropriate
technology.
In addition, the evaluation of workers’ skills is crucial for many companies. Many firms
have a desire to develop ways of evaluating the skills of their workers across different talented
individuals. Such companies also desire to create the orientation and training programs to fill the
existing skill gaps that were left due to the promotion of some employees. In order to achieve this
objective, companies need to understand how to integrate and manage employees from diverse
cultures such that they can align their behavior to fit the organization’s expectation. This is vital
because the resistance of the employees to follow the policies and rules can paralyze the operations
of the company which can, in turn, cause a complete collapse of the company (The Economist
Newspaper Limited, 2018).
The political relations among the countries define the opportunities for the workforce. This
is because good political relations facilitate transnational and international business, allowing
migrations. The unexpected and worsened diplomatic ties between the United States and countries
like Ukraine, Iraq, and Syria has also affected the global oil prices thus challenging the human
resource effort to incorporate human capital opportunities from working abroad. Most companies
fear to take the risks that can result in a loss (The Economist Newspaper Limited, 2018). The
human resource faces a challenge in its effort to gather, assess and comprehend the cultural and
labor market complexities to operate every market such that the companies can predict the risks
and understand the best time to enter or exit the market.
The success of the firm’s global growth depends on the corporate human resource
workforce. The human resource assesses the complexities of integrating diverse workforce with
disapproval. The human resource can identify the potential obstacles early, and structure the
necessary interventions before the problems occurring. Firms such as Sodexo identified the urge
for inclusion and diversity of workers from different states and developed training programs thus
resulting into a significant number of youths, and women are joining the global workforce (The
Economist Newspaper Limited, 2018).
Moreover, the human resource is faced with the challenge of balancing organization and
societal cultures and holds the responsibility of promoting diversity of different workforce
globally. The human resource can modify specific cultural attributes such as the command and
control to fit the individual’s local culture. The human resource needs to understand and
additionally deal with complexities that arise when making decisions regarding which firms
cultural element can change, which are essential and useful in protecting company’s values (The
Economist Newspaper Limited, 2018).
In summary, through the preparation for hiring, managing and integrating complexities of
the global workforce, managers can now understand the importance of culture using particular
tools such as the Hofstede lenses, even though such devices only try to simplify complex issues
rather than solving them (The Economist Newspaper Limited, 2018). It is also important for any
international business to appreciate cultural diversity in coming up with its policies such that its
workforce can fit into the business environment easily.
References
The Economist Newspaper Limited. (2018). Challenges for human resource management and
global
business
strategy.
Retrieved
18
02,
2018,
from
future
trend:
http://futurehrtrends.eiu.com/report-2015/challenges-for-human-resource-managementand-global-business-strategy/
Sinha, P. K., & Sinha, S. (2008). International business management: A global perspective. New
Delhi: Excel Books.
A= 1000 points and above
B = 900-999 points
C = 800-899 points
D = 700-799 points
F= 699 and below
Class Participation/Reports
Class participation and Monthly Reports are critical components of student performance and
evaluation. Students who are absent frequently or those who do not participate in discussions are likely
to receive lower grades. Student participation is judged by its quality and relevance rather than by
quantity alone. These reports may come from The Economist, Wall Street Journal, New York Times,
Financial Times, etc. These reports should, among other things, include an introduction, relevance of
material to International Business Management and conclusion/managerial implication. The articles
must bear obvious, and not peripheral relevance to international business. The Reports shall be
monthly, starting from February 19th, 2018. The Report must not be more than three (3)
pages.
External Assignments
I
Additional readings and articles will be assigned as the semester progresses or students can search
the WEB to get relevant articles for this course. Students are required to read and understand the
material. They are expected to take advantage of the learning opportunities made available by the
World Wide Web and other Internet sources to update their knowledge on current developments in
global management.
Students are required to read the above-mentioned publications during the semester and keep track of
developments in the global Business area. Other sources are Harvard Business Review, Business
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