Human Resource Management

Human resource management's fundamental activity is the management of work and employees taking them towards desired organisation goals. The core purpose of the human resource management is to make efficient use of existing human resource in the organisation. Human resource management is the inevitable result of establishing and developing organizations. Although there are many different changes in human resource management theory, style, and management resources, human resource management occurs in some form. Human resource management is the process of using a limited and skilled workforce appropriately and to the maximum. (Boxall et al, 2007). 

Human resources management areas include the following:

• Recruitment, selection and retention
• Talent management 
• Job role assignment
• Compensation & benefits
• Labor law compliance
• Performance management
• Training & development
• Succession program
• Employee engagement and recognition (Boxall et al, 2007).

Global Human Resource Management: With the advent of globalization, large and small organizations are no longer indigenous and have become globalized! This has increased the diversity of labour and cultural sensitivities and has never appeared as such. All of this has led to the development of global human resource management.

Major objectives of global HRM as follows:

• Create local appeals without affecting global identities.
• Raise global managers' awareness of cross-cultural sensitivities and hire staff across geographies.
• Train host country cultures and sensitivities (Managementstudyguide, 2015).

The strategic role of human resources management in this context is to ensure that human resources management policies are coordinated and supported by the strategies, structures and controls of the organisation. Specifically, when we talk about structure and control, it is worth mentioning in the context of global human resources management.

• Decision Making: There is a certain amount of centralizing in functional decision making. This is, in comparison to global strategy, core competencies are centralized and the rest is widespread.
• Coordination: Cross-cultural sensitivity requires a high degree of coordination. In addition, cultural control is required.
• Integrating Mechanisms: Simultaneously many integrating mechanisms are operated (Managementstudyguide, 2015). 

Reference: 

Boxall, P., Purcell, J. and Wright, P.  (eds.) (2007). The Oxford Handbook of Human Resource Management. Oxford: Oxford University Press.

ManagementStudyGuide. 2015, Global Human Resource Management - Meaning and Objective. [online]. Available at: shttp://www.managementstudyguide.com/global-hrm.htm. [Accessed 21 December 2017].