Each global company has to care for its most valuable resource, that is, people because performance depends on a big team of experts. Human resource (HR) managers often encounter challenging tasks, such as selecting professionals for a particular work and supporting and maintaining their performance. Therefore, HR management plays a crucial role in a global organization because it forms a corporate culture and helps to create a strategic framework for productivity and the company’s performance.
The most important aspect of HR management is the ability to respond to issues in different areas. Without such ‘multi-tasking’, organizational performance and productivity can be threatened (Teimouri et al., 2018). It suggests that HR managers must constantly develop their planning, analysis, and communication skills.
The most useful idea about HR management is the connection between employees’ productivity and strategic goals. Understanding this link can help develop approaches to attracting and retaining talents (Meyer & Xin, 2017). Therefore, knowing what skills employees need makes the organization reach its strategic objectives.
The most interesting in HR management is the necessity to work with different people and find approaches to retain them. This issue is essential in view of existing of multinational companies, which requires the HR manager to have sufficient leadership capabilities and knowledge of different cultures (Meyer & Xin, 2017). Here, the knowledge of culture and intercultural communication skills are crucial for strategic performance management and motivation of foreign employees.
The most controversial about HR management is the concept of organizational effectiveness. Teimouri et al. (2018) state that it is not only a method to assess the company’s ability to respond to strategic challenges but also the capacity to access necessary resources. In this regard, the organization may not achieve its strategic goals because of the absence of necessary resources but not because of the HR manager’s fault.
Finally, when it comes to applying new knowledge to a future job, one has to understand that the HR manager should be able to recognize the wholeness of an organization and the connections between its components. It means that he or she needs to use HR management approaches that would address specific situations and motivate employees. Moreover, they have to be harmonized with the strategic vision of the organization.
References
Meyer, K. E., & Xin, K. R. (2017). Managing talent in emerging economy multinationals: integrating strategic management and human resource management. The International Journal of Human Resource Management, pp. 1–29. Web.
Teimouri, H., Hosseini, S. H., Imani, M. and Bagheri, E. (2018) The effect of human resource management practices on organisational effectiveness (case study: Isfahan Petrochemical Company), International Journal of Business Excellence, 15(1), pp. 114–128.