Osmania University

NAME:- ​OMAR KHAJA

Mohammed Sajid
​ 29319684073
HALL TICKET NO.:- 1
COLLEGE:- ​QUEEN MARY
COLLEGE
SUBJECT:- ​HUMAN RESOURCE
MANAGEMENT
​ BA 2nd YEAR.
CLASS:- B
BATCH:- ​2nd
TOPIC:- ​HUMAN RESOURCE AND ITS
ENVIRONMENT
SUBMITTED TO:- ​SWATI MAM
DATE:- ​31st AUGUST 2020
 COLLEGE DECLARATION

We hereby declare that the MR/ MISS-----OMAR KHAJA MOHAMMED

SAJID SIDDIQUI-----
pursuing

BBA in our college is a Bonafede student of this college

(Principal)
 STUDENT DECLARATION

ROLES OF HR MANGER
I here by declare that the Assignment entitled
ROLE TO GLOBALIZATION ON HR POLICIES & PRACTICES
written

and submitted by me in partial fulfillment of INTERNAL EXAMINATIONS

for Bachelor of Business Administration of ​(Osmania University)

(Signature of the student)

 WHAT IS HRM ​(HUMAN RESOURCE management): -

Human Resource Management is the process of recruiting, selecting, inducting employees, providing
orientation, imparting training and development, appraising the performance of employees, deciding
compensation and providing benefits, motivating employees, maintaining proper relations with
employees and their trade unions, ensuring employees safety, welfare and health measures in
compliance with labour laws of the land and finally following the Orders / Judgements of the concern
High Court and Supreme Court, if any.

Human Resource Management involves management functions like planning, organizing, directing and
controlling

It involves procurement, development, maintenance of human resource

It helps to achieve individual, organizational and social objectives

Human Resource Management is a multidisciplinary subject. It includes the study of management,

psychology, communication, economics and sociology.

It involves team spirit and team work.

It is a continuous process.

Human resource management as a department

in an organisation handles all aspects of employees and has various functions like human resource
planning, Conducting Job analysis, recruitment and conducting job interviews, selection of human
resources, Orienting , training, compensating, Providing and incentives, appraising, retaining, Career,
Quality of Work Life, Employee Discipline, black out Sexual Harassments, human resource auditing,
maintenance of industrial relationship, looking after welfare of employees and safety issues ,
communicating with all employees at all levels and maintaining awareness of and compliance with local,
state and federal labour laws.
Human Resource Management Definitions by Authors
Many great scholars had defined human resource management in different ways and with different words, but the core
meaning of the human resource management deals with how to manage people or employees in the organisation.

Edwin Filippo ​defines- Human Resource Management as “planning, organizing, directing, controlling of
procurement, development, compensation, integration , maintenance and separation of human resources to the end
that individual, organizational and social objectives are achieved.”

The National Institute of Personal Management ​(NIPM) of India has defined human resources – personal
management as “that part of management which is concerned with people at work and with their relationship within an
enterprise. Its aim is to bring together and develop into an effective organization of the men and women who make up
enterprise and having regard for the well – being of the individuals and of working groups, to enable them to make their
best contribution to its success”.

According to D​ iCenzo and Robbins​, “Human Resource Management is concerned with the people dimension” in
management. Since every organization is made up of people, acquiring their services, developing their skills, motivating
them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is
essential to achieve organisational objectives. This is true, regardless of the type of organization – government,
business, education, health or social action”.

What is the role of a Human resource officer?

He/she is responsible for formulating and designing of Human Resource policies in compliance with
labour laws and sees all Hr related activities staring from hiring to firing of an employee in an
organisation.

The Human Resource Manager is responsible for overseeing human resources activities and policies
according to executive level direction. They supervise human resources staff as well as see staffing,
compensation​ , assessing and providing ​employee benefits,​ providing ​training & development,​ safety &
welfare of staff, maintaining healthy ​labour relations,​ providing employee handbook and maintaining
employment records as required by the employment laws.
The Role of Globalization in HR Policy and Practice - Review Notes

Moreandmorelargecompanies,aswellascompaniesthataccountforasignificantamountofbusinessinthe
worldorinanysinglecountryareglobalizing.Hencethedemandforemployees,leadersandmanagerswithglobal
skillsisincreasing.HRmanagersareononesideexpectedtofindstaffwithglobalskills,trainthemforglobalskills
anddoallotherHRactivitieswithfocusonglobalizationandregionalandnationalculturalandeconomicdifferences
andalso,theythemselvesneedtohaveglobalskillsasHRmanagers.

Theg​ lobalizationi​ satrendofthelast20years.Theorganizationsbecomemultinational,andtheyare

presentinmanycountriesintheworld.Theglobalizationisnotjustaboutmovinglabour-intensive
processestocountrieswiththecheaperworkforce.Theglobalizationisaboutmakingthe​highly
innovativeorganizationsglobal​payingthesamesalariesaroundtheGlobe.The​roleofHuman
Resourcesismainlyindrivingthecommoncorporateculturea ​ llaroundtheWorld.

Human Resources is the department which leads the development and upgrade of the
corporate culture. The common corporate culture is crucial for the global organization. The
organization cannot act the same way around the Globe when the corporate culture is different.
On the other hand, the development of the common corporate culture is difficult. The nations are
different. The HR Role is to set up the international team, which develops the unified corporate
culture and corporate values.

The ​role of Human Resources i​ s in setting the essential training courses for managers. HR
has to push managers to apply for the courses. They have to understand roots of the common
corporate culture and how they are expected to behave globally. The employees and managers
have to communicate globally with colleagues around the Globe. The unified way of
communication, the approach to problem solving and identification with the organization make
global decisions easier.
HR should be the first global function. It has to introduce the globally managed HR processes
focused on the development of the global talents and bringing the unified approach. The
performance management a ​ nd the ​talent management ​are usually the first globally
managed HR processes. The unified and globally managed performance management
process helps to manage the performance of individual businesses in countries and helps to
identify the future
global leaders for the organization.
The global Human Resources is able to identify best talents in the organization, and move talents
to different countries. It is not easy to introduce the ​global mobility,​ but the global organization
needs global managers, who are able to run difficult projects over continents. The identification of
global leaders needs a strong global Human Resources. The HR Professionals have to be trained
in global policies, and they have to be managed from different Centres of Excellence around the
Globe.
The globalization demands new skills and competencies. Managers have to think globally, and
they have to find advantages for the organization on the global basis. They have to be able to
negotiate with partners from a different cultural background. HR has to adapt its processes,
procedures, policies and training to ease the life of managers into the global world of the
organization.

The ​role of HR i​ s to help the organization to become the ​real global organization​. HR has to
identify leaders. It has to look for opportunities to move different processes around the Globe
as the organization is more competitive than the other participants on the market.

MANAGING CULTURAL DIVERSITY

Managing different employees from different cultures in the same organization is

a complex activity. The HR role is to help the organization to become a global
organization. HR need to provide opportunities to more employees which leads to
their internal growth and its help in development of the organization.

HR PRACTICES IN THE WORKPLACE

HR practices are the means through which your human resources personnel
can develop the leadership of your staff. This occurs through the practices of
developing extensive training courses & motivational programs like devising
system to direct & assist management in performing ongoing performance
appraisals.

08
HR PRACTICES ARE IMPORTANT

Huselid(1995) Pointed out that high investment in HR practices is liked to

lower turnover intention & greater employee products. Jones &
Wright(1992) also suggest that HR practices are important for improving
employees skills while enhancing motivation and courage.

BEST PRCTICES IN HR

Engage workers. Alienated works do not care about performing their jobs.
Reward effort. No one likes their work to go unrecognized.
Be vulnerable.
Stay committed.
Seek clarity.
Create cultural cohesiveness.
Focus team efforts.
Hold regular meeting.

In conclusion, due many challenges that are facing human resource departments, there is need for

organisations to adopt correct and workable policies that will not only ensure they alleviate these

challenges, but also develop mechanisms of dealing with such challenges in case they occur in the

future.

BIBLIOGRAPHY

​ ww.Wikipedia.com
.w

.​www.investopedia.com