Role Of The Corporate HR Function In Global Talent - Free Samples

Question: Discuss about the Role Of The Corporate HR Function In Global Talent. Answer: I realised that the literature review executed in the previous assessment discussed about the challenges which a company faces while managing the global teams. There are numerous factors which plays crucial role in relevance with managing the global teams in the multinational corporations, thus, it is necessary to analyse the alternatives through which the impact of those factors could be minimised as well as the task of management of global teams could be performed in an appropriate manner. It has been observed that the multinational corporations faces huge challenges because their operations are based on different cultures, hence, management process also differs from the domestic or local companies (Tarique Schuler, 2010). In order to manage the operations of organization in an effective manner, organization is required to adopt certain effective measures such as cross cultural management method. In this method, organization may face several issues such as different beliefs, diffe rent culture, language issues, etc. and these entire plays crucial role in the success of an organization. Thus, with the help of outcomes originated from analysis conducted, it can be observed that the gaps identified between the techniques adopted by the management and the challenges faced by the organization in different cultures needs to be rectified using advanced approaches (Reiche, Mendenhall Stahl, 2016). Various topics had been discussed in the previous assessment in order to ascertain the gaps amongst the articles used in the previous task in relation with the challenges in relation with managing global terms. As per my opinion, companies engaged at the international level suffer from various challenges such as managing the entire process, controlling the functionalities of all branches and outlets of the organization from headquarter (Mendenhall, et. al., 2017). There are four main factors which mainly face the challenges in relevance with multi-cultural teams: Workplace culture; Project management; Communication systems; and Technology factors; Three articles have been analysed for identifying the challenges amongst managing the global terms. Following are those articles: Cross-cultural challenges for a global maritime enterprise. Managing organizational challenges in global projects. Cross cultural and strategic management. In the first article, it has been observed that modifications of cross cultural challenges have been discussed by the author. The major issue which has been observed in the article conversation issues due to difference in culture. Multinational companies operate its functionalities in various countries and this also leads the organization to appoint different employees from the local places. Due to unique cultures, management faces issues in performing its functionalities such as conveying their messages to the employees. Employees also face the same issue and this leads the organization towards various issues such as delay in accomplishment of the tasks, communication gap amongst the management and the employees. Due to unique cultural background of the employees, their functionalities, behaviour and the point of view differs in comparison with the management (Boutellier, Gassmann Von Zedtwitz, 2013). Due to this, organza ion becomes incapable to attain its desired goals in the par ticular time period. This also affects the relationship of the employees and the management and increases the cost of the organization in training and development sessions. As the observations, management of the multinational corporations needs to provide certain training and counselling sessions in order to teach them in relevance with the organizational functioning, policies and the methods used for accomplishment of the tasks. In order to fill the gap between the communication procedure of management and the employees, organization needs to adopt certain crucial strategies such as integrated communication system in order to develop the balance amongst the employees and management (Daim, et. al., 2012). This procedure helps the organization to manage its functionalities in an appropriate manner along with developing the effective ways through which the outcomes could be originated on the basis of organizational managements expectations. People from different cultures and backgroun d come with different understanding level which may be in relevance with the organizational requirement or it may be against the organizational requirements. This leads to the challenges for the organization which will extract negative outcomes and it will also affect the organizational procedures and their expectations. Managing all the employees with different backgrounds and cultures will require an effective management system which may require additional expenditures for providing training and counselling sessions in relevance with providing them the knowledge regarding companys policies, rules and regulations to accomplish tasks (Pless, Maak Stahl, 2011). The second article discussed in the previous assessment describes the challenges for the management in relevance with managing global projects. On the basis of this article, it has been observed that the article contains several dimensions through which multinational corporations get global advantages. In this article, certain factors has been discussed which are the primary reasons which acts as the failure of organization, barriers between the communication process, and the cultural differences (Farndale, Scullion Sparrow, 2010). All these factors relates to the cross cultural management system. Reviewing the content of authors, it has been observed that various multinational corporations are facing unique cultural issues through which the management activities have been affected. This has declined the effectiveness of management in order to manage their functionalities for managing the global teams. Due to which the organization is not able to accomplish its desired targets. Mana gement of the organizations are responsible for managing all the operations in an effective manner in order to extract the results on the basis of organizational expectations. They need to face issues from both sides i.e. from the top level members of the organization and from the employees who are facing cross cultural differences (Jones Jones, 2010). Managers needs to face real life scenarios and for managing the real life scenarios on the basis of top level managements expectations, it is required to adopt certain effective strategies through which balance amongst the two sides could be developed effectively. Along with the differences and issues, this article also contains the information regarding the benefits of managing the global teams. With the help of global team management experience, managers become capable enough to increase their efficiency in order to cope up with the requirement of various scenarios. After gaining experience in the management field, managers become capable enough to handle all types of issues from employees sides as well as from the top level management (Stahl, et. al., 2012). This also helps the employees to match up with the organizational requirements and it also increases their capabilities. This also led the organization to increase in the opportunities for the organization to accomplish its desired goals and the objectives as well as to set up an effective position in the target market. In this article, authors have used a term twin sword for defining the assortment of cultures. This has been used for describing the quality of the managers through which they organise and manage all the activities of the organization effectively. Numerous strategies could be adopted by the organizational management in the global market for improving their effectiveness as well as to gain the benefits from implications of those strategies. Third article is based over the cross cultural and strategic management issues and benefits. It also focuses over the key issues which resist due to cross cultural system in accordance with the global business communication function. From my observation, this article consist a unique approach anthropological approach and it seems to be the crucial factor of this article. The primary function of this approach is to perform the functionalities of the multinational corporation at the global context in an appropriate manner. This approach also determines the significance of communication system through which organization could be able to reach to the desired destination. With the help of centralised communication system, multinational corporations being able to resolve the major issues like cross culture and lack of communication amongst the subordinates and amongst the management (Meredith Mantel, 2011). As per my opinion, I have personally realised by reviewing this article that effective communication process plays vital role in the success of the organization and without this process, organization will face issues like cross cultural issues through which the attainment of the desired goals would not be possible. This is the primary reason of adaptation and implementation of anthropological approach in the workplace with the view to ascertain the cross cultural issues in the management system. Apart from these factors, secondary factors which lead to the conflicts and disputes amongst the team members and the management are unique cultures of the employees and lack of internal communication system. This leads to decrease in the efficiency of the organization along with this expansion in the international market would not be possible (Jones Jones, 2010). Gantt Chart depicting Action Plan March April May June July August Maintaining a Journal Read Literature Conducting survey international companies Interacting with global employees Analysis of real life case study View point of inter cultural students The above Gantt chart explains the significance of activities which are required to be executed in this reflective essay. With the help of maintaining journal, regular information regarding the challenges faces in managing teams will be analysed. Literatures will help in determining the views of various authors in relevance with the topic which will be executed twice in the particular period. Further, conducting surveys will help the organizations to analyse the real life challenges faced by them in managing the global team and conducting their functionalities. Integration with the global employees will help the organization to understand their point of view which is detected due to cross cultural factors. The next part of the Gantt chart showcase the significance of real life case study and in this, multinational corporations past and present scenarios will be determined with the view to ascertain the opportunities regarding the issues due to ineffective cross cultural management. Last objective is analysing the view point of students which are from different and unique background and this will help to understand the real factors which may affect the organizational functionalities. With the above analysis, it has been observed by me that all the above articles in this reflective essay determine the key issues of the organization through which its efficiency decreases. Along with this, these articles focus over the challenges faced by the international business corporations while performing their operations in global market. Such big factors influence over the organizational performance like technology, communication, and culture and project management has also been discussed under this reflective essay. Along with this, the essay also includes the crucial terms such as twin sword and anthropological approach for improving the managements efficiency and ways to detect the critical issues in the cross culture management system have also been covered. References Boutellier, R., Gassmann, O. and Von Zedtwitz, M., 2013.Managing global innovation: uncovering the secrets of future competitiveness. Springer Science Business Media. Daim, T.U., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W. and Bhatla, A., 2012. Exploring the communication breakdown in global virtual teams.International Journal of Project Management,30(2), pp.199-212. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management.Journal of world business,45(2), pp.161-168. Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change. Mendenhall, M.E., Osland, J., Bird, A., Oddou, G.R., Stevens, M.J., Maznevski, M.L. and Stahl, G.K. eds., 2017.Global leadership: Research, practice, and development. Routledge. Meredith, J.R. and Mantel Jr, S.J., 2011.Project management: a managerial approach. John Wiley Sons. Pless, N.M., Maak, T. and Stahl, G.K., 2011. Developing responsible global leaders through international service-learning programs: The Ulysses experience.Academy of Management Learning Education,10(2), pp.237-260. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Stahl, G., Bjrkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management.Sloan Management Review,53(2), pp.25-42. Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative framework, and suggestions for further research.Journal of world business,45(2), pp.122-133.