HRMT20024 – Managing Human Resources

Managing human resources in the context of global challenges

Annotated Bibliography

Student Name SHALEMRAJU KODEBATHULA

Student ID 1234567890

Subject HRMT20024 – Managing Human Resources

Assignment – 2 Annotated Bibliography

Due Date 20-August-2020

Lecturer’s Name Prof. ABCD

 Table of Contents

1. Introduction

2. Annotated Bibliography – Article,

Citation,
Summary,
Critique

3. Summary

4. Conclusion
Introduction:

A bibliography is useful for understanding the accumulated research data that has
been previously collected on the particular topic, the methodology of research work and to
conduct further research on the same research topic.

Disruptively innovative technological developments in communication and computer

science have made the world a global village, which in turn led to business globalization and
trade liberalization through WTO (World Trade Organization) and FDI (Foreign Direct
investment). Modern human resources personal are not constrained by the physical
boundaries of countries where their companies are located and have the flexibility to select
from the best talent available anywhere in the world to build competitive global workforces.
Today, the success of a company is dependent on its ability to building a productive and
cohesive workforce that works hand in hand in a positive multicultural work environment.
Annotated Bibliography
Article 1. HUMAN RESOURCE MANAGEMENT – GLOBAL CHALLENGES OF INTERNATIONAL
ASSIGNMENT
Citation Annamalai, Saravanan. (2015). Human Resource Management - Global
Challenges of International assignment.
https://www.researchgate.net/publication/301617631_Human_Resource_Mana
gement_-_Global_Challenges_of_International_assignment
Summa In this research article the author Annamalai Saravanan identifies and evaluates
ry the various barriers and global challenges faced by an employee as part of his or
her international assignment in China. Today, China has become the world’s
most popular destination for international assignment due to its numerous
manufacturing companies and rapidly growing economic power. The author
identifies language, culture and family roles as the three main barriers to an
international assignee in China and recommends a five day intensive pre-
departure training to ensure that individuals have the basic knowledge of the
culture, language, behaviour of the host country in order to prevent cultural
shock and facilitate a quick adaption to the new work place environment. The
author’s training methodology for the pre-departure program is based on Donald
Kirkpatrick’s model wherein instruction is given through asking questions (Ask
method). The author also designed an appropriate evaluation methodology
consisting of four steps which are Reaction, Learning, Behaviour and Results that
are to be considered to
evaluate the pre-departure training program for the international assignee and
his family. Later, the author elaborates three case-studies wherein the return of
investment (ROI) of the training program in terms of beneficial contribution to
the functioning of the employee and the development of the business.
Critique The author has designed a high-value five day pre-departure training program for
international assignee and their family. However, the training model and
evaluation process will need specially designed and costly learning articles.
Hence, it is recommended to use latest state of art technology devices, to benefit
maximum assimilation of the training content.
Article 2. THE ROLE OF HUMAN RESOURCE PLANNING IN RECRUITMENT AND SELECTION
PROCESS
Citation Anyim, F, C., Ekwoaba,J,O., & Anthony,I , D. (2012). The Role of Human
Resource Planning in Recruitment and Selection Process. British Journal of
Humanities and Social Sciences, 6 (2), 68-78
http://www.ajournal.co.uk/HSpdfs/HSvolume6(2)/HSVol.6%20(2)%20Article
%207.pdf
Summar The author has deeply elaborated on the importance, challenges, and issues
y associated with human resource planning in order to achieve the strategic
goals of effective and efficient employee contribution towards the continuous
growth and success of the modern business organization. The author
emphasizes the importance of integrating human resources policies and
procedures with the business strategy of the company in order to achieve
competitive advantage in the local or global market environments. The design,
development and implementation of a business strategy based human
resources planning facilitates, competitive advantage based selection,
recruitment and training processes, which in turn ensures that the employees
with required knowledge and skills are available to make necessary
contributions for achieving the strategic business goals. In the context of the
globalized business scenario, the author suggests a coherent approach to the
management of the organization’s human resources to enhance their
individual and collective contribution to the achievement of the objectives of
the business organization. Furthermore, the author stresses the major
importance the Human resources personnel have in contributing to the
success of the business organization by ensuring a fair and motivated
workplace environment, continuous project based training and consistent
awarding of incentives and promotions for all their employees.
Critique The author has conducted critical analysis of present global business scenario
and empirically recommends a business strategy based cohesive human
resources planning to ensure competitive advantage for the business
organization. However, the research study does not contain any case studies
 wherein the authors cohesive human resources planning has been conducted.

Article 3. THE ISSUES OF GLOBAL HUMAN RESOURCE MANAGEMENT

Citation UKEssays. (November 2018). The Issues of Global Human Resource
Management Business Essay. Retrieved from
https://www.ukessays.com/essays/business/the-issues-of-global-human-
resource-management-business-essay.php?vref=1
Summary In this research article the author states that in the present global
scenario that involves foreign competition at home and abroad in every
industry sector, effective human resource management (HRM) is the
single most factor that determines the gain and sustainment of a
competitive advantage for the business organization. From the global
perspectives the author categories the
human resource activities as Procurement, Allocation and Utilization,
countries as host country (location of subsidiary organizations), home
country (location of headquarters) and other (location of resources)
and employees as HCNs - Host-country nationals, PCNs - Parent -country
nationals and TCNs - Third -country nationals.
Later an overview of four different mechanisms of global HRM
integration is elaborated by the author, that are based on centralisation,
formalization, information and people. Then each issue of the global
human resources manager as described in detail and the appropriate
solutions to resolve them are suggested. The author ascertains that even
though there are no major differences in terms of a domestic HRM
function and a global HRM function, the issues faced by the later are of a
broader scope as they involve exposures to different political, legal,
social, economic, ideal and cultural environments across the nations.
Critique The author has critically analysed and elaborated all the major issues
faced by a global human resources manager and also suggested the
appropriate solution to resolve them. However, in my opinion such the
author should have suggested new technological platforms that help
 them to quickly and effectively perform their functions.

Article 4. A STUDY ON TRENDS AND CHALLENGES IN GLOBAL HRM

Citation Mary Francina, (2018), A Study on Trends and Challenges in Global HRM,
IJETSR, Volume 5, Issue 1, ISSN 2394 – 3386
http://www.ijetsr.com/images/short_pdf/1516208166_356-362-
SJ15_14.pdf
Summary In this research article the author has strongly emphasized that in
today’s globally competitive business environment the Human Resource
managers are more severely affected than any other functional heads of
the business organization as their functionality must embrace the
international orientation to all their activities like employee selection,
recruitment, hiring, training, engagement, performance review,
remuneration, motivation, promotion, welfare, and other industrial
relations. Hence, based on the trends and challenges faced by the
international and multinational companies the author proposes a
theoretical framework of global Human Resource Management to
resolve all the associated issues and maladies. The research
methodology adopted by the author is through the collection of research
data through literature review from scholarly articles, HR academic
books and online web resources. The author elaborates in detail all the
latest trends and challenges in global human resource management like
Outsourcing wherein the business activities or operations are executed
by a third party to gain profit from cheaper prices or higher service
quality and Offshoring wherein the business activities or operations are
executed in a different location as the costs of production are
significantly cheaper there. Thus, cost efficient and quality effective are
the two criteria for a ideal global human resources management process.
Critique The author has conducted an elaborate research study on various
scholarly articles and illustrated the various trends and challenges of an
global human resources manager. However, after critical analysis of the
research article, I conclude that the author has not provided any
 framework or details of constructing models to resolve the associated
issues.

Article 5. HUMAN RESOURCE MANAGEMENT IN A GLOBAL CONTEXT: A CRITICAL

APPROACH
Citation Agarwal, Sugandha & Qouyatahi, Khalid. (2017). HRM Challenges in the
Age of Globalisation. International Research Journal of Business Studies.
10. 89-98. 10.21632/irjbs.10.2.89-98.

Summary In this research study article, the two authors conducted communication
with numerous Human resources personnel who are working in various
global companies in order to understand and analyse the many barriers
existing and challenges affecting the functioning of an GHRM. The
research methodology is based upon cross sectional study of descriptive
arguments and analytical logical conclusions developed through the
responses received from HR teams of companies belonging to different
global companies on the topics of effective leadership that inspires
motivation, management of diverse workforce, role of technology in
Accomplishing HR functions, legal and political aspects, skill development
and management, global mindset and present issues that are affecting
the work force. The research problem that the authors have tried to
resolve by this research study is the use of technology and modern
management techniques to resolve the challenges associated with
globalization and liberalization of trade. From the qualitative and
quantitative statistical data collected from the responses received
through questionnaire based survey from five HR teams and study of
various research papers, analytical reports, academic books, industry
journals, newspapers, business magazines and online resources the
authors have identified that skill management and managing cultural
diversity as the two major challenges due to globalization.
Critique The authors have conducted extensive analysis through qualitative and
 quantitative statistical method to determine the two primary HRM
Challenges in the Age of Globalisation and suggested appropriate
solutions to resolve these issues. However, they ignored two critical HRM
factors that are workplace environment management and work force
motivation through in skill training.

Conclusion:
In today’s age of globalization and ecommerce, both the work force and work place
have become global in terms of onsite (business premises based business activities) and
offsite (online based business activities). Hence, in order to keep the productivity and
profitability on par with global competition the strategic management of human resources is
primarily critical for the business organizational survival.
After collecting and deeply studying the various research and scholarly articles on
the topic, of “managing human resources in the context of global challenges”, I have
gathered enough knowledge to 1) create research questions, 2) analyse through appropriate
research methods and 3) identity the various probable solutions to them.