How to Navigate Global Trends and Local Norms in HR Strategies

Introduction

The changing situation in which we live in a more connected global world has led to HR professionals having to develop their skills so as to leverage on the advances in the world stage and at the same time, adjust the approaches to cultural differences in their approach to harnessing the best of the global and the local. It turns out that companies are more diverse and have offices in various regions and therefore HR professionals must strive to find the right balance between the many complications that they meet at work every day particularly for the sake of the companies where they work which should all be united but diverse at the same time.

In this paper we attempt to explain the ways in which the human resource department can successfully fight off the challenges provided by the complicated environment in question. Showing people from different backgrounds acceptance and encouragement of forming a community for integration and harmony will grant organizations the worth of their human resources which would then lead to perfect sustainable success in the business community that is volatile and quickly changing.

Embracing Cultural Sensitivity and Diversity

 

The HR abilities, such as the ability to approach the complex system of world trends and local norms, are well established by cultural sensitivity that comes to the fore as the fundamental principle. HR workers should facilitate the acceptance of diversity and educate employees about cultural issues unique to particular regions, which will benefit the incorporation of HR policies. The central component of this strategy relies on reaching an understanding and respect of cultural differences keeping in view the people of different cultures the way they express, work and value things. Being alert to these nuances, the HR specialists will be able to fashion an environment where everybody will be considered part of a whole and have each employee acknowledged for their uniqueness through both words and actions. In addition to it, such strategy also makes the members to be feeling belonging as well as to increase the creativity, innovative and teamwork among the members of the diverse team (Kramar, 2014).

Developing Flexible and Adaptable Policies

 

Tending to the landscape of global HR, the designing of flexible and customizable HR policies proves to be crucial elements for the retention of uniqueness among employees while reinforcing conceptual consistency within the organization. HR managers therefore, should be able to be versed with all what it takes to fit the required local culture and at the same time have all what it takes to be global and well recognized. First of all, the design of this approach is centered highly on policy settings. It shows that those uniformist are not effective in dealing with difference complicated situations from region to another. This implies the adoption of a pliable attitude, which will call for incorporating policies with comparable underlying preparation and a corresponding orientation to organizational goals and objectives. Adopting the practices of flexible HR policies enables organizations to react to the regional differences reflected in labor laws, cultural norms, and marketing conditions, as well as other essential areas. As expository, regulations policing recruitment, compensating and offering benefits may need to be moved modifying to fit and reflect the local law and market practices. Furthermore, work hours, leave entitlements and incentives are also features that may require customization in order to align them with cultural values and societal expectations (Harzing&Pinnington, 2010).

Fostering Cross-Cultural Collaboration and Communication

 

When planning HR level strategies for cross-cultural business collaboration, effective cross-cultural collaboration and communication become the solid support of maintaining balance between global trends and local norms. The efforts put forth by HR professionals in this area consist of the execution of certain initiatives that enable the team to share information and knowledge, which makes the team to unite and work toward the company goals as united Culture cooperation is driven from the fact that cultural exchange programs give the participants the opportunity to be in a culture of their choice, gain insights and cultivate a deeper understanding of diversity. Through their contribution to such initiatives, employees are able to gain new understanding of diverse cultures, tear down cultural monsters and understand the nature of cross-cultural partnership necessary for smooth work environments.

Developing the team culture wherein, HR would lead to forming different teams made up of people from many ethnicities. This group gives students the opportunity of expression of their mind, staging different experiences and harnessing their creativity for solving of tasks and realizing creative innovations. Involving a group of people that possess different abilities to work freely alongside each other will result to a collaborative environment that drives new solutions and creativity. (Sparrow, 2004).

Conclusion

Determining reciprocal approach to global trends and local trends in human resource strategies requires a balanced approach in accordance with the term “more variations-unity”. The cultural sensitivity, the flexible policies, and the intercultural cooperation would be embraced by the HR people so that the employees from different locations, having distinct customs, would be treated with respect. At the same time, the global values and standards should be ensured.

Reference

R., Kramar, J. Syed, & J. Raja (2014). Managing Diversity in the Global Organization: Developing New Value for Existing Business. Routledge.

 Harzing, A. W., Pinnington, A. H. (2010). International Human Resource Management (3rd ed).Sage Publications.

Sparrow, P., Brewster, C., and Harris, H. (2004).Globalizing Human Resource Management. Routledge.