2nd Case Study on Human Resource Management

Table of Contents

Introduction1

Discussion2

Current HR Practices of Swedco2

New HR Practices5

Training and Development6

Teams6

Performance Evaluations7

Communication8

Practices of British and American Subsidiaries8

Conclusion10

References12

2nd Case Study on Human Resource Management

Introduction

The globalization of businesses has provided employees with the ability to work effectively across borders, which has become increasingly critical for the success of the business. It is important for individuals and organizations to understand the concept of cross-culture, and the organization helps employees to eliminate their misunderstanding, which could harm the business and maximize the best attributes each business and nation have to offer (Blunt 1990).

The studies have provided sufficient evidence that there are cultural differences that impact the efficiency of a business in various aspects, such as the quality of communication between the staff and management is affected. In addition to that, commitment and motivation of employees, and different management styles adopted by employers based on their respective culture.

Human resource is defined as the total skills, talent, aptitudes, abilities, and knowledge of an organization's work force and value approaches of an individual involved in routine interaction of organization. Human resources create diversified and multidimensional environment. People could no longer work or live in an insular marketplace; they all are part of globalization and global competition. Organization needs to move towards diversification and openness. Managing and dealing with this diversified workforce seemed to be difficult. On these bases, Human Resource Management becomes inherent part of management (Mathis, Jackson, 2010).

Human resource management is considered to be an integral part of any business that helps the company to recruit and manage their highly effective people that are contributing towards the success of the company (Sisson 1990).

Human resource management faces difficulties in recruiting and selecting employees. Human resources come from different backgrounds, managing those people and bringing to one path is the most difficult job for management. The issue emerging in globalization is diversity in the workplace. Organizations are expanding their businesses across the globe. These organizations wanted to recruit diversified workforce from a different part of the world (Caligiuri et al. 2010).

In this essay, we will be discussing the company's HR practices that make it Swedish. Also, we will discuss the reasons because of which company wants to adopt the news ways of HR. In addition, we will be discussing that companies are looking at practices of British and American subsidiaries to change its own practices.

Discussion

Current HR Practices of Swedco

As the case study indicates that the company is involved in practices that are handled by people themselves, rather than their direct supervisors. In fact, there is no direct translation of the work supervisor in Swedish. In addition, managers at the head quarter of Swedco are involved in democratic approach of decision making throughout the organization (Dr Loewenberger 2011).

A competency profile is tools that can help Swedco decide if the company should hire someone or use of temporary staff to find best ways to supervise employees and study their performance. The elements are taken into account to establish a competency profile ...