Human Resource Management in a Global Context

Human Resource Management in a Global Context

Introduction

This paper has discussed human resource management in a global context. The paper has focused on case of Yamazaki Mazak. The recruitment strategy of the company and its benefits has also been discussed.

Discussion

Globalization has paved the way for global businesses and necessitated a greater awareness of international business management practices. In order to succeed in the international business environment, it is important for businesses to be aware of diverse management practices and value which allow success in the international market. The increased importance of the knowledge of international business management has resulted in the growth of international human resource development scholarship. In a global context, the meanings of human resource management have changed drastically over the years. In the modern world, the key to performance lies in the capabilities and knowledge of an organization's human resource. Human resource management is crucial for the survival, performance, and success of businesses (Catano, 2009, pp. 101).

In the current business environment, the need of human resource professionals to adopt an international orientation has become very clear. The international orientation of human resource management is not only people for multinational organizations but also for small and medium sized enterprises. One of the main goals of human resource function is to ensure that human resources are available sufficiently in an organization. For the purpose of achieving this goal, the human resource function must ensure that vacant positions are advertised and communicated properly in an organization (Deb, 2006, pp. 15).

Yamazaki Mazak operates in the area of manufacturing and sales. The key factor which differentiates Mazak from other plants is the focus on both manufacturing and sales. The recruitment policy of Yamazaki Mazak is at its early stages. The company hires fresh candidates rather than experienced employees (Korn, 2007, pp. 42). This is because young and fresh employees bring bright and new perspectives to an organization. The recruitment policy of Yamazaki Mazak is at its early stages and a majority of people hired in the first wave were under twenty five (Nathan, 2012, pp. 2).

The recruitment policy of Yamazaki Mazak is based on the rationale that it is important to ensure that individuals who join the organization are not entrenched in traditional ideas about working in a Japanese organization. Therefore, one of the aims of hiring fresh candidates was to bring people who do not have preconceived ideas about the organization. The recruitment policy of Yamazaki Mazak enabled the organization to hire fresh, challenging, and highly opinionated individuals (Terpstra & Limpaphayom, 2012, pp. 107). Another purpose of hiring fresh candidates is to train them according to the needs of the organization. The company believes that fresh candidates are easy to be recruited because they have the tendency to become obedient and stable (Teresko, 2008, pp. 56).

The company believes in hiring fresh youth because they are arrogant and confident and will contribute towards building a confident image of the organization. With the maturity of the company, the ...