Best Practice in Human Resource Operations for Multinationals Assignment Sample

BEST PRACTICE IN HUMAN RESOURCE OPERATIONS FOR MULTINATIONALS

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In the current era of globalization, there is a very important role of human resource operations in the success of every local as well as multinational business organization (McSweeney, 2002).

HR operations refer to all the services provided by human resource department to the business operations including recruitment, job analysis, training, pay determination, performance appraisal, employee relationship management, administrative services, etc. The current research essay is on the topic of best practices in human resource operations for multinationals. In the subsequent research essay, it will be discussed that whether pursuing of best practices in HR operations makes sense for multinational companies.

A multinational business organization, also known as an international company, can be defined as an organization that is registered in more than one nation or has operations in more than one nation. They are large corporations that produce as well as sell goods and services in various countries. A variety of practices are required to be performed by the HR department for to effectively contribute in the success of the multinational company such as recruitment and selection, training, relationship management, communication with and motivation of employees, pay determination, performance appraisal, etc. All these HR practices play very important roles in supporting management and staff members for effectively performing various day to day business activities as well as significantly help to achieve organizational goals and objectives of a multinational business organization (Faulkner, Pitkethly and Child, 2002).

There are a variety of Multinational Corporations headquartered in UK such as Vodafone Group Plc, Tribal Group, River Island, Tesco group plc, BT Group, Unilever, Standard Chartered, BP plc, IBM, etc. All these MNCs get a wide variety of benefits from their HR practices. There are a variety of changes made in the international business environment that has significantly affected the Multinational Corporations and increased the role of human resource management in MNCs such as increase in competition, takeovers and mergers, changes in labor market, increased mobility of employees, etc (Bartlett and Ghoshal, 2002). He has given the solution for managing various changes in global business environments, but its research is not covering only some type of changes like innovations in different countries. It has not focused on the role of HRM during changes like takeovers and mergers, changes in labor market, etc. Due to 1 Email: help@instantassignmenthelp.com Phone: ( +44 ) 203 5190 272 Website: http://www.instantassignmenthelp.com/

all these changes, the requirement of managing human resources of the companies has been increased significantly and it led to increase in demand of HR departments and operations in the business organizations, especially in MNCs. For example, Vodafone Group Plc operates in over 30 countries and employs more than 85000 people. Hence there is a very high requirement of HR departments for the purpose of managing the large numbers of employees in all over the world.

This is Sample Assignment, for complete Assignment kindly contact at help@instantassignmenthelp.com The talent acquisition is also one of the best practices in human resource operations in Multinational Corporations, as most of MNCs are focused on recruiting and hiring best and talented individuals, which significantly helps them to improve the performance level of the company and to successfully achieve various organizational goals and objectives. Furthermore providing effective training by the international business organizations to the employees is another best practice which is achieved with the help of use of effective techniques and procedures according to requirements of employees, which lead to effective development of the employees (Hollon, 2011) and improves their skills and abilities. For example, Tesco group Plc uses a flexible and structured approach for trailing and development that adapts according to individual employee requirements. It significantly helps the company to develop its employees as well as to meet the objective of expand and diversify the needs of people in the business at right time and on right place. Tesco group plc has separate training program for every major as well as minor career at Tesco.

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The Multinational Corporations are providing healthcare benefits to the employees, which is also a good practice in human resource operations in Multinational Corporations, as it significantly improves the morale and satisfaction of employees at the company and greatly enhances their performance and productivity level (Kang and Moon, 2012). The companies are providing various paid leave incentives to the employees as well as retirements benefits to the people who worked previously for the firm. It is also one of the best practices of HR in Multinational Corporations as it enhances the loyalty of the employees towards the MNCs and lead to provide best contribution in the achievement of organizational goals. For example, Unilever is providing various types of on job rewards as well as retirement benefits like Unilever UK Pension fund and other incentives to its employees.

Implementing right HR philosophies is also one of the best practices in human resource operations in Multinational Corporations, as MNCs wants to create an effective work environment that enables the employees to prosper as individuals as well as to the contributors of the business. For example, The HR policy of IBM is about making a holistic approach to HR, including talent advisors, actionable analytics, strong governance, integrated processes and technology solutions. They want to develop a positive employee environment and communicate these in their HR philosophy and mission. Most effective philosophies focus on promoting innovation and collaboration as well as on creating best workplace in the organization, on the other hand, least effective philosophies focus on efficiency and cost cutting efforts (Gunnigle, Lavelle and McDonnell, 2007). Furthermore the best practices in human resource operations in Multinational Corporations include development of internal HR skills also (Romani, 2011). It significantly helps in improving skills and abilities of the employees as well as leads to enhance the productivity of employees as well as of the international business organization.

Use of latest technologies is also an effective practice in HR operations for MNCs, as it significantly helps in improving communication and accessibility in the organizations, which in turn lead to improve the productivity of the employees and save time and money in the organization (Hilb and Brewster, 2007). For example, Standard Chartered is using HR management system software, electronic applicant tracking and Internet based payroll. Use of 3 Email: help@instantassignmenthelp.com Phone: ( +44 ) 203 5190 272 Website: http://www.instantassignmenthelp.com/

these new technologies and electronic systems results in saving time and money as well as improve the accuracy and efficiency of the organization. Furthermore effective motivation of the employees is also one of the major practices in human resource operations in Multinational Corporations, as it significantly help in improving satisfaction level of the employees as well as their contribution in success of business organizations. For example, MNCs like River Island is effectively motivating its employees through use of various types of monetary and non-monetary incentives as well as effectively fulfilling their needs and requirements. It leads to improve the morale and motivation level of the employees and improves their contribution in the achievement of the objectives of providing best and latest looks to the customers (Bamber, Lansbury and Wailes, 2011).

This is Sample Assignment, for complete Assignment kindly contact at help@instantassignmenthelp.com Tesco evaluates the performance of every employee, and on the basis of their performance improvements in the salaries are made and other incentives are provided to the employees. It leads to improve the performance of the employees as well as help to achieve organizational objectives of Tesco.

Efforts for maintaining good relations in the business organizations is also an effective practices in human resource operations in MNCs. Various MNCs like BT Group, Vodafone Group Plc, River Island, Tribal Group, Tesco group plc, BP plc, Standard Chartered, Unilever, etc. are using various techniques for improving employment relations in the business 4 Email: help@instantassignmenthelp.com Phone: ( +44 ) 203 5190 272 Website: http://www.instantassignmenthelp.com/

organizations, which in turn lead to improve the efficiency and performance level of the employees and the companies as well as lead to get competitive advantages and achievement of organizational objectives (Harzing and Pinnington, 2011). For example, Vodafone Group Plc is providing incentives to its employees on good performance, which in turn not only improve the performance but also the employment relation in the organization.

It can be said that there are a variety of best practices in human resource operations in Multinational Corporations, which help them to effectively achieve various competitive advantages as well as to meet organizational goals and objectives (Edwards and Rees, 2011).

Recruitment and selection, training, relationship management, communication and motivation, pay determination, incentives, etc are some of the best practices HR operations in Multinationals.

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REFERENCES Booksandjournals Bamber, G. J., Lansbury, R. D. and Wailes, N., 2011. International and Comparative Employment Relations: Globalisation and Change. London: Sage Publications.

Bartlett, C.A. and Ghoshal, S., 2002. Managing across Borders: The Transnational Solution.

London: Random House.

Edwards, T. and Rees, C., 2011. International Human Resource Management: Globalization, National Systems and Multinational Companies. London: FT/ Prentice Hall.

Faulkner, D., Pitkethly, R. and Child, J., 2002. International acquisitions and mergers in the UK 1985-94. International Journal of Human Resource Management. 13(1). pp.106-22.

Harzing, A. W. and Pinnington, A. H., 2011. International Human Resource Management, London: Sage Publications.

Hofstede, G., 2001. Culture’s Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. CA: Sage.

Kang, N. and Moon, J., 2012. Institutional complementarily between corporate governance and corporate social responsibility: a comparative institutional analysis of three capitalisms.

Socio-Economic Review. 10 (1). pp.85–108.

McSweeney, B., 2002. Hofstede’s Model of National Cultural Differences and their Consequences: A Triumph of Faith – A Failure of Analysis. Human Relations. 55(1). pp.89-118 Romani, L., 2011. Culture in International Human Resource Management’, in: A.-W. Harzing and A.H. Pinnington. International Human Resource Management. London: Sage.

Tayeb, M. H., 2005. International Human Resource Management: a Multinational Company Perspective. Oxford University Press.

Online Bruce, S., 2013. Top 10 Best Practices in HR Management for 2013. [online]. Available through: <http://www1.unisg.ch/www/edis.nsf/wwwDisplayIdentifier/2840/$FILE/dis2840.pdf>.

[Accessed on 30th December 2013].

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