Global Human Resource Policy Implementation: A Comprehensive Analysis of Policy Development, Alignment, and Outcomes in a Multinational Organization

Instructions:

For your final assignment, you will choose one global organization and utilize your previous assignments to complete. It is recommended that you pick an organization in which you have access to its documentation.  Once you have selected your organization, review their policy development processes, determine how they are implemented, and then examine the outcomes resulting from the policies being deployed. You will need to consider various forces that affect HR policies, including the needs of global environments, organizations, and employees. Explain each step of the process to ensure that there is alignment to each of the various dimensions discussed throughout this course. Your comprehensive paper should include the following:

• Policy implementation plans that include the necessary steps
• Resource allocations
• Measurement of outcomes

Length: 10 pages, (not including title and reference pages)

References:  Include a minimum of 5 scholarly resources.

HRM Policy Issue

Today’s competitive labor market, economic uncertainty, and globalization are some of the key issues that will shape the workplace and the HR profession in the future (Human Resources MBA, 2018). Finding the best employees will continue to be a challenge as organizations seek talented, skillful recruits.  Competition to attract the best talent is also shaping the distribution of compensation for organizations, as benefits packages are created to lure potential recruits (Bender, Contacos-Sawyer, & Thomas, 2013). The development in technology has also enhanced security concerns for both the employer and employee. The fear that workers may one day be in a physically dangerous situation is very possible as the nation continues to witness more incidents of workplace violence. Many organizations are dealing with the strain of managing their budgets. With increased globalization and political unrest, economic uncertainty is now considered the new normal. These and many other issues are the current challenges that HR professionals have to manage.

HR professionals address these and other concerns through organizational policies. Policies are both a proactive (addressing issues as they arise) and reactive (addressing issues to ensure they don’t happen again) means of confronting issues. Policy exists to establish and maintain consistent practices in the workplace. They also address benefits that could include health insurance, paid time off, short and long-term disability insurance, dental and vision insurance, and life insurance (Hansen, 2010). These are important matters for employees and often serve as reasons for taking a position. Changes in things that affect employees such as benefits, schedules, and responsibilities can create the risk of making the workforce dissatisfied, which can lead to conflicts.

For every employee, HR is a potential recruit first impression of the organization. Having guidelines and procedures presented in writing through policy provides clear expectations for employees upfront. For organizations to make the assumption that employees know the organizational culture or expectations can create frustration. To retain the best personnel HR must be creative in developing non-financial rewards to motivate employees (Haider, Aamir, Abdul Hamid, & Hashim, 2015). A satisfied workforce is a more productive one. Technology today also serves to assist the HR professional in streamlining responsibilities becoming more efficient and effective.  These cases require a policy to establish transparency for all employees. HR has to ensure they are enforcing the rules fairly and consistently across the organization. Even when employees do not like certain policies, if they’re enforced consistently, it makes it much more difficult to be questioned.

References

Bender, M., Contacos-Sawyer, J., & Thomas, B. (2013). Benefits strategies for attracting and retaining employees. Competition Forum, 11(2), 165–169. 

Haider, M., Aamir, A., Abdul Hamid, A.-B., & Hashim, M. (2015). A literature analysis on the importance of non-financial rewards for employees’ job satisfaction. Abasyn University Journal of Social Sciences, 8(2), 341–354. 

Hansen, F. (2010). Currents in compensation and benefits. Compensation & Benefits Review, 42(1), 3. 

Human Resources MBA (2018)