Sample Business Studies Paper on Evolving Globalized Workforce Strategies

Globalization is fast affecting every aspect of life. From employment to execution of strategies, globalization is fast becoming the mainstay in the current borderless world. Perhaps the most affected area is human resource management, who have to deal with a continually evolving workforce from a domestic to a globalized perspective.

One of the most visible impacts of globalization is the increasingly globalized workforce. While the human resources (HR) departments previously dealt with a largely homogenous workforce, the impact of globalization is such that there is increased cultural, ethnic, religious, and gender diversity in the workplace. (Friedman, 2017). These new variables occasioned by globalization have had an impact on HR implementation of effective strategies. One of the impacts is on cultural sensitivities. Given the increased cultural diversity, HR has to be sensitive to cultural diversity in implementing their strategies. This means accommodating different cultural and religious beliefs, aligning the strategies to cater to the different cultural values, while at the same time ensuring that the strategies are competitive.

One of the most important aspects of globalization is in the management of the workforce. Most organizations have had to shift the management of their workforce from domestic to global thanks to the increasingly globalized workforce (Friedman, 2017). Through globalization, companies have expanded their borders, operating in countries with entirely different cultural values. In such cases, HR has to deal with the recruitment and training of the new talent. Even as HR tries to ensure that the new talent follows the established organizational culture, it (HR) has to be culturally sensitive to the local environment and the different cultural nuances of different societies.

Globalization continues to have an impact on operations across the world. HR managers today have an uphill task of managing a diverse workforce, which has an impact on the implementation of organizational strategies. Additionally, the HR must be sensitive enough to realize the evolution in managing not just a domestic, but a globalized workforce.

References

Friedman, B. (2017). Globalization implications for human resource management roles. Employee Responsibilities and Rights Journal 19(3), 157-171