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Accessing Gaps and HR Roles: Keeping Current on MNC Trends

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Resources, both economic and human, are in a dynamic relationship of constant change. As an HR professional, it is your responsibility to stay up-to-date on these changes and recognize that there is rarely a clear cut solution to any problem or situation. Rather, your position is to keep all the significant players at the table and in dialogue in order to reach the best possible policy, procedure, or statement. Thus, your challenge is to stay current on many issues related to your business as well as HR and the many cultures we operate in.

What would you do to keep current on vital information for a multinational company that is either expanding or contracting? Develop a strategy for you and your human resource colleagues to stay current. Formulate your response as if you were the HR Director of a large multinational company. Give ample thought to what your role as the company's top HR person might be; how your time should be divided and how you might best use the talents of subordinates.

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As the organization continues to expand in many areas across the globe and in some cases decline and contract in other locations, it is essential that we, the leaders of the Human Resources division, develop strategies across the globe that keep us directly in the loop on all functions associated with each location. As the Director of HR, I will align our resources and lay out specific initiatives for us to achieve this vast endeavor.

The first step toward understanding each sites specific need will be to ensure we have human resource personnel allocated at each location. This will be company employees in most cases; however, in some locations it will be necessary to partner with a host national contractor from the country of origin that can aid us in bridging the cultural gaps that exist (Butler and Zander, 2008).

To gain an in depth knowledge of each sites operations I will spend 1 week a year at key ...

Solution Summary

The first step toward understanding each sites specific need will be to ensure we have human resource personnel allocated at each location. This will be company employees in most cases; however, in some locations it will be necessary to partner with a host national contractor from the country of origin that can aid us in bridging the cultural gaps that exist (Butler and Zander, 2008).

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Globalization of Business and Culture

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Consider the globalization of business and culture, and discuss the ways in which it can affect international business strategy and management. Consider the evidence you see for the globalization or localization of culture in the consumer and/or labor markets and respond to the following questions:

How important is effective management of the culturally diverse social capital in a multinational company for achieving strategic corporate objectives with regard to human resource management or the management of other business functions? Apply the concepts of globalization, localization, and globalization to the business function that you select. Is social capital equally important in each paradigm? Explain your answer with reference to practical examples from your own organization or professional experience.

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