UNIVERSITY OF BAROTSELAND

HRM 211 HUMAN RESOURCE MANAGEMENT

Instructions write 7-8 pages with references.

Assignment #1

1. What is human resource management? Discuss the impact of globalization in regards to

human resource management

Introduction

In the ever-evolving world of business, human resource management (HRM) plays a vital role in
shaping the strategic direction and operational effectiveness of organizations. HRM refers to the
practices, policies, and systems that influence employees' behavior, attitudes, and performance
within a company (Dessler, 2020). The global business landscape has undergone significant
transformation due to the rapid pace of globalization, prompting organizations to rethink and
realign their human resource strategies. Globalization, defined as the increased
interconnectedness and interdependence of world economies, cultures, and populations, has
dramatically reshaped the way HR functions are executed. This paper explores the concept of
HRM, the implications of globalization on HRM practices, and the emerging challenges and
opportunities in managing human capital in a globalized environment.

Definition and Scope of Human Resource Management

Human Resource Management (HRM) is the strategic and coherent approach to managing
people effectively for performance enhancement in organizations. It encompasses functions such
as recruitment and selection, training and development, performance management,
compensation, employee relations, and workforce planning (Armstrong & Taylor, 2023). At its
core, HRM aims to maximize employee performance in alignment with an employer's strategic
objectives.

Effective HRM ensures that organizations have the right number of people with the right skills at
the right time. It also fosters employee engagement, develops leadership, and promotes a positive
organizational culture. As organizations expand globally, HRM must evolve to accommodate
different labor laws, cultural norms, and workforce expectations.
Understanding Globalization

Globalization has emerged as a dominant force influencing every facet of business. It refers to
the integration of economies and markets across national borders, primarily driven by advances
in technology, communication, and transportation (Hill, 2021). With globalization, companies
can operate internationally, tap into new markets, access global talent, and collaborate across
time zones. However, this also exposes organizations to heightened competition, cultural
complexities, and diverse labor regulations.

In the context of HRM, globalization necessitates a shift from traditional, domestically focused
practices to more dynamic, international strategies. This includes the ability to manage a
geographically dispersed workforce, understand diverse cultural values, and ensure compliance
with international labor laws.

Impact of Globalization on Human Resource Management

1. Diverse Workforce Management

One of the most significant impacts of globalization on HRM is the increasing diversity of the
workforce. Organizations now employ individuals from various cultural, ethnic, and religious
backgrounds. HR managers must develop cultural competence, adapt policies to reflect
inclusivity, and promote diversity training (Brewster et al., 2020). This diversity, while
enriching, can also pose challenges in terms of communication, conflict resolution, and
management styles.

2. International Recruitment and Selection

Globalization has broadened the talent pool for organizations. Firms can now recruit globally
through online platforms and international job fairs. However, HR managers must navigate
immigration laws, assess foreign qualifications, and ensure ethical recruitment practices. They
also need to balance expatriate and local staffing, considering the costs and cultural integration
needs (Tung, 2016).
3. Training and Development

In a globalized environment, continuous learning becomes essential. HRM must provide

employees with cross-cultural training, language development, and global leadership programs.
These initiatives are vital for ensuring smooth collaboration among international teams and for
preparing employees for overseas assignments (Stahl et al., 2012).

4. Performance Management

Global operations require standardized yet flexible performance appraisal systems. While
organizations may want consistency in evaluating employee output, cultural differences in
feedback and motivation can complicate the process. HR professionals must tailor appraisal
systems to respect local customs and values while maintaining fairness and transparency
(Dowling, Festing, & Engle, 2017).

5. Compensation and Benefits

Designing fair and competitive compensation systems in a global context is complex. Currency
fluctuations, cost of living, tax implications, and local labor market conditions must be
considered. HR managers must strike a balance between global equity and local relevance
(Schuler & Jackson, 2014). Additionally, expatriate packages often include additional benefits
such as relocation support, housing allowances, and repatriation assistance.

6. Legal and Ethical Considerations

Globalization introduces HRM to various international labor standards, employment laws, and
ethical issues. Compliance with laws such as anti-discrimination, health and safety, and labor
rights in different countries is critical. Moreover, multinational companies must establish ethical
codes of conduct that transcend national borders and reflect global corporate responsibility
(Collings, Wood, & Szamosi, 2018).

Challenges and Opportunities

Globalization brings both challenges and opportunities to HRM. Key challenges include
managing cultural differences, communication barriers, and organizational resistance to change.
HR professionals must also address the potential loss of local jobs due to outsourcing and ensure
that globalization does not lead to employee exploitation.

Conversely, globalization offers opportunities for knowledge sharing, innovation, and talent
mobility. Organizations can leverage global best practices and build resilient, adaptable
workforces. Moreover, HRM can play a strategic role in fostering global leadership and
developing inclusive workplace cultures that support sustainability and ethical growth.

Strategies for Effective Global HRM

To succeed in a globalized world, HR professionals must adopt a strategic approach. This

includes:

Developing a Global HR Strategy: Aligning HR policies with global business goals while
remaining sensitive to local nuances.

Embracing Technology: Utilizing HR Information Systems (HRIS) to manage global HR

functions efficiently.

Fostering Cultural Intelligence: Training HR teams and leaders to understand and respect cultural
differences.

Building a Global Talent Pipeline: Investing in talent development and mobility programs to
ensure a steady supply of global leaders.

Conclusion: In conclusion, human resource management is a critical function that enables

organizations to achieve their strategic goals through effective people management. The forces
of globalization have significantly reshaped HRM, presenting both challenges and opportunities.
As organizations continue to expand across borders, HR professionals must adapt their practices
to manage diverse, international workforces effectively. Emphasizing cultural awareness, legal
compliance, global talent development, and ethical practices will be key to thriving in a
globalized business environment. Ultimately, globalization demands that HRM move beyond
administrative functions to become a central strategic partner in organizational success.
 REFERENCES

Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management
practice (16th ed.). Kogan Page.

Brewster, C., Chung, C., & Sparrow, P. (2020). Globalizing human resource management (3rd
ed.). Routledge.

Collings, D. G., Wood, G., & Szamosi, L. T. (2018). Human resource management: A critical
approach (2nd ed.). Routledge.

Dessler, G. (2020). Human resource management (16th ed.). Pearson.

Dowling, P. J., Festing, M., & Engle, A. D. (2017). International human resource management
(7th ed.). Cengage Learning.

Hill, C. W. L. (2021). International business: Competing in the global marketplace (13th ed.).
McGraw-Hill Education.

Schuler, R. S., & Jackson, S. E. (2014). Human resource management and organizational
effectiveness: Yesterday and today. Journal of Organizational Effectiveness: People and
Performance, 1(1), 35-55.

Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. M.
(2012). Six principles of effective global talent management. MIT Sloan Management Review,
53(2), 25-32.

Tung, R. L. (2016). New perspectives on human resource management in a global context.

Journal of World Business, 51(1), 142-152.
 THE UNIVERSITY OF BAROTSELAND
HRM 211 HUMAN RESOURCE MANAGEMENT
Instructions write 7-8 pages with references. Answer all questions

Assignment #2

a. What is "employee engagement"? what initiatives can organization's undertake to enhance

employee engagement

b. Briefly discuss talent management. How can you retain talented individuals in your company

c. Explain organization culture

d. Communication and team building

Introduction

In today’s competitive and rapidly evolving business environment, organizations are increasingly
recognizing the importance of investing in human capital to sustain growth and innovation. The
success of any organization depends significantly on how well it manages, motivates, and retains
its employees. This paper explores four key pillars of human resource management that
contribute to organizational success: employee engagement, talent management, organizational
culture, and communication and team building. Employee engagement is the emotional
commitment an employee has toward the organization and its goals. Talent management
involves strategic approaches to attracting, developing, and retaining skilled individuals.
Organizational culture shapes the behaviors, attitudes, and practices within a company, while
effective communication and team building foster collaboration and productivity. Understanding
and enhancing these areas is crucial for building a sustainable and high-performing workforce.

A. Employee Engagement and Enhancement Initiatives

What is Employee Engagement?

Employee engagement refers to the level of emotional commitment and involvement an
employee has toward their organization and its values (Robinson, Perryman, & Hayday, 2004).
Engaged employees are enthusiastic about their work, exhibit higher productivity, and contribute
positively to the organization’s goals. Engagement goes beyond job satisfaction and involves an
emotional connection that motivates employees to go the extra mile.

Initiatives to Enhance Employee Engagement

Organizations can implement a range of initiatives to boost employee engagement:

1. Effective Leadership and Communication: Transparent, respectful, and consistent

communication from leadership fosters trust. Leaders who share the company’s vision and goals
inspire employees to align their efforts (Bakker & Albrecht, 2018).

2. Recognition and Rewards: Acknowledging employee contributions through awards, bonuses,

or public appreciation enhances motivation and commitment.

3. Career Development Opportunities: Offering training programs, workshops, and opportunities

for advancement helps employees feel valued and invested in.

4. Wellness and Work-Life Balance: Flexible schedules, mental health support, and wellness
programs contribute to employee satisfaction and long-term engagement.

5. Inclusive Work Environment: Promoting diversity and inclusion ensures every employee feels
heard and respected.

B. Talent Management and Retention Strategies

Understanding Talent Management

Talent management is a strategic HR practice focused on attracting, developing, and retaining

high-potential employees to meet current and future business needs (Collings & Mellahi, 2009).
It encompasses recruitment, onboarding, performance management, learning and development,
and succession planning.

Retention of Talented Individuals

Retaining top talent is vital for organizational continuity and success. Strategies for retention
include:

1. Competitive Compensation: Offering fair and competitive salaries and benefits ensures
employees feel their contributions are rewarded.

2. Career Progression: Clearly defined career paths and promotion opportunities encourage
employees to stay with the organization.

3. Continuous Feedback: Constructive and frequent performance reviews support employee

growth and engagement.

4. Supportive Work Environment: A positive, inclusive, and respectful workplace promotes

employee loyalty.

5. Employee Involvement: Involving employees in decision-making increases their sense of

ownership and belonging (Gallardo-Gallardo et al., 2013).

6. Mentorship Programs: Connecting employees with mentors helps them navigate their career
and build strong internal relationships.

C. Organizational Culture

Definition and Importance

Organizational culture is the set of shared values, beliefs, and behaviors that shape how work is
done within an organization (Schein, 2017). It reflects the company’s identity and significantly
influences employee satisfaction, performance, and retention.

Elements of Organizational Culture

1. Values and Norms: Core principles that guide decision-making and behavior.

2. Leadership Style: How leaders interact with employees affects the culture's tone.

3. Work Environment: The physical and emotional setting in which employees work.
4. Communication Patterns: How information is shared and received.

5. Symbols and Rituals: Company traditions, dress code, and office layout that reflect its identity.

Building a Positive Culture

 Lead by Example: Leaders should model behaviors aligned with the organization’s
values.
 Promote Collaboration: Encourage teamwork and knowledge sharing.
 Celebrate Success: Recognize team achievements and milestones.
 Encourage Innovation: Create a safe space for creativity and experimentation.

A strong and positive organizational culture can be a key differentiator that attracts talent and
drives performance (Kotter & Heskett, 1992).

D. Communication and Team Building

The Role of Communication in Organizations

Communication is the exchange of information, ideas, and emotions within an organization.

Effective communication ensures clarity, reduces misunderstandings, and fosters trust among
team members (Clampitt, 2016). It occurs in various forms—verbal, non-verbal, written, and
digital—and is essential for goal alignment and collaboration.

Team Building and Its Impact

Team building refers to activities and strategies that improve interpersonal relations and team
functioning. A well-bonded team enhances productivity, reduces conflict, and promotes a
collaborative work environment (Tuckman, 1965).

Strategies to Improve Communication and Team Building

1. Regular Meetings: Encourage open discussion through team briefings, feedback sessions, and
one-on-ones.

2. Team Retreats and Workshops: Off-site sessions build trust and camaraderie.
3. Conflict Resolution Training: Equip employees with skills to manage disagreements
constructively.

4. Collaborative Tools: Use digital platforms like Slack or Microsoft Teams for efficient
communication.

5. Celebration of Team Achievements: Recognize both individual and collective

accomplishments.

6. Open-Door Policy: Encourage transparency and accessibility of management to foster open

communication.

Effective communication and team cohesion are essential for driving innovation, reducing
turnover, and maintaining a healthy work environment.

Conclusion: In conclusion, organizations aiming for long-term success must prioritize employee
engagement, talent management, organizational culture, and communication. Each of these
components is interrelated and crucial to maintaining a motivated, productive, and loyal
workforce. By adopting strategies that foster engagement, retain talent, build strong culture, and
promote effective communication and team cohesion, companies can enhance performance and
gain a competitive advantage. As the workforce continues to evolve in response to globalization
and technological advancement, HR professionals must remain agile and innovative in creating
environments where employees can thrive and contribute meaningfully.
References

Bakker, A. B., & Albrecht, S. L. (2018). Work engagement: Current trends. Career Development
International, 23(1), 4–11. https://doi.org/10.1108/CDI-11-2017-0207

Clampitt, P. G. (2016). Communicating for managerial effectiveness (6th ed.). SAGE

Publications.

Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research
agenda. Human Resource Management Review, 19(4), 304–313.
https://doi.org/10.1016/j.hrmr.2009.04.001

Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. F. (2013). What is talent management? A
critical review. Human Resource Management Review, 23(4), 290–300.
https://doi.org/10.1016/j.hrmr.2013.05.002

Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. Free Press.

Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement.
Institute for Employment Studies.

Schein, E. H. (2017). Organizational culture and leadership (5th ed.). Wiley.

Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6),

384–399. https://doi.org/10.1037/h0022100
 THE UNIVERSITY OF BAROTSELAND
HRM 211 HUMAN RESOURCE MANAGEMENT
Assignment #3
Instructions write 7-8 pages with references.

Explain the concept of hiring? What are the various methods of hiring employees? Critically discuss the
advantages and disadvantages associated with each method of hiring

Introduction

Hiring is a fundamental function of human resource management (HRM) that involves selecting
and onboarding suitable candidates to fill organizational positions. In an increasingly competitive
business environment, hiring the right talent has become a strategic necessity for ensuring
productivity, innovation, and long-term growth. The process of hiring encompasses identifying
vacancies, attracting potential candidates, assessing their suitability, and integrating them into the
organization. Various hiring methods are employed, depending on the organization's size,
culture, budget, and goals. These include internal hiring, external recruitment, employee
referrals, online recruitment, campus hiring, employment agencies, and walk-ins. Each method
presents unique strengths and limitations that must be critically assessed to align with the
organization’s workforce strategy. This paper explores the concept of hiring and examines
different methods, discussing the pros and cons of each to help employers make informed
decisions.

Understanding the Concept of Hiring

Hiring refers to the process of identifying, attracting, selecting, and appointing suitable
individuals to fill job vacancies within an organization. It is designed to ensure that the
organization acquires talent capable of fulfilling its operational and strategic goals (Armstrong &
Taylor, 2020). Effective hiring leads to enhanced employee performance, organizational growth,
and workforce stability, while poor hiring can result in high turnover, reduced productivity, and
cultural misalignment.

The hiring process typically involves several stages:

1. Job analysis and planning

2. Attracting applicants

3. Screening and selection

4. Interviewing

5. Final selection and job offer

6. Onboarding

Organizations must adopt hiring methods that align with their workforce needs, ensuring that the
process is fair, transparent, and efficient (Dessler, 2020).

Various Methods of Hiring Employees

1. Internal Hiring (Promotions and Transfers)

Definition: This involves filling vacancies by promoting or transferring existing employees.

Advantages:

 Cost-effective: Saves time and money on advertising and onboarding (Noe et al., 2017).
 Employee morale: Boosts motivation and job satisfaction.
 Familiarity: Candidates are already familiar with organizational culture and expectations.

Disadvantages:

 Limited pool: Restricts the talent pool and may overlook external innovation.
 Internal conflict: May create competition or resentment among employees.
 Skill mismatch: Internal candidates may not always meet the required competencies.

2. External Hiring (Advertisements, Job Portals, Social Media)

Definition: Recruiting candidates from outside the organization through advertisements, job
boards, or online platforms.

Advantages:

 Larger talent pool: Access to a wide variety of skills and experiences (Mathis et al.,
2016).
 Fresh perspective: Brings innovation and new ideas into the organization.
 Diverse workforce: Increases diversity and inclusivity.

Disadvantages:

 High costs: Advertising, recruitment, and training can be expensive.

 Longer time: The process from posting to onboarding is time-consuming.
 Cultural adjustment: New hires may take time to adapt to the company culture.

3. Employee Referrals

Definition: Hiring candidates recommended by existing employees.

Advantages:

 Reliable candidates: Referred candidates often have a higher success rate.

 Faster process: Reduces the time-to-hire and training costs.
 Employee engagement: Increases involvement of current employees in the hiring process
(Breaugh, 2017).

Disadvantages:

 Lack of diversity: May lead to homogeneity and bias.

 Nepotism risk: Personal relationships may overshadow merit.
 Limited reach: Small referral networks may restrict candidate variety.

4. Online Recruitment

Definition: Use of online platforms like LinkedIn, Indeed, or company websites for hiring.

Advantages:
  Wide reach: Access to a global pool of applicants.
 Efficient: Automation speeds up application processing.
 Cost-effective: Lower advertising and communication costs.

Disadvantages:

 Application overload: May receive too many unqualified applications (Stone &
Dulebohn, 2013).
 Impersonal: Lack of human interaction can deter some candidates.
 Digital divide: Excludes those with limited internet access.

5. Campus Hiring

Definition: Recruiting fresh graduates directly from universities and colleges.

Advantages:

 Fresh talent: Energetic and adaptable young professionals.

 Long-term potential: Easier to train and mold into organizational culture.
 Cost-effective: Lower salary expectations for entry-level roles.

Disadvantages:

 Lack of experience: New graduates often require extensive training.

 High turnover: Young employees may leave for better opportunities.
 Inconsistent quality: Skills and knowledge vary among institutions.

6. Employment Agencies

Definition: Organizations that provide pre-screened candidates to employers.

Advantages:

 Time-saving: Agencies handle recruitment logistics.

 Expertise: Agencies specialize in specific industries or job roles.
 Temporary staffing: Useful for seasonal or short-term needs.

Disadvantages:
  Costly: Agencies charge significant fees.
 Mismatch risks: External agents may not fully understand organizational needs.
 Limited control: Organizations have less influence over the recruitment process (Kumari,
2012).

7. Walk-in Interviews

Definition: Candidates appear in person without prior appointment for immediate interviews.

Advantages:

 Quick hiring: Immediate assessment and decisions.

 Cost-effective: Minimal advertising or procedural costs.
 Simple process: No complex application procedures.

Disadvantages:

 Unpredictability: Difficult to manage crowd size and quality.

 Poor screening: May overlook qualified candidates due to rushed evaluations.
 Resource-intensive: Requires dedicated time and staff for unscheduled interviews.

Conclusion: Hiring is a critical strategic function that influences an organization's overall success
and sustainability. Selecting the right hiring method depends on the nature of the job, the
urgency of the hire, available resources, and long-term organizational goals. While internal
hiring promotes loyalty and morale, external recruitment broadens the talent pool. Employee
referrals and online platforms enhance efficiency, while employment agencies and campus
recruitment provide targeted options. However, each method has inherent limitations that must
be carefully managed. A well-rounded hiring strategy often involves combining multiple
methods to achieve optimal results. Ultimately, organizations must evaluate hiring techniques
not just in terms of cost or speed but in alignment with their core values, diversity goals, and
future workforce needs.
References

Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management
Practice (15th ed.). Kogan Page.

Breaugh, J. A. (2017). Employee recruitment: Current knowledge and important areas for future
research. Human Resource Management Review, 27(2), 1–13.
https://doi.org/10.1016/j.hrmr.2016.07.005

Dessler, G. (2020). Human Resource Management (16th ed.). Pearson Education.

Kumari, N. (2012). Recruitment and selection process: A case study of Hindustan Coca-Cola
Beverage Pvt. Ltd. International Journal of Management and Business Studies, 2(1), 1–6.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2016). Human Resource
Management (15th ed.). Cengage Learning.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of Human
Resource Management (7th ed.). McGraw-Hill Education.

Stone, D. L., & Dulebohn, J. H. (2013). Emerging issues in theory and research on electronic
human resource management (eHRM). Human Resource Management Review, 23(1), 1–5.
https://doi.org/10.1016/j.hrmr.2012.06.001