An organisation can not establish an effective team of talented employees without a good human resource management. To aid this, nowadays large organisation has the HRM department to manage multi-faceted employees. The human resource management are usually classified in to two distinguishing functions. First of all, they can fully complete the administrative responsibilities, simply by fostering the paper work which are involved with the activities such as hiring new staffs and handling compensation insurance of workers (Patel et al., 2019). Second of all, HR staffs can transform themselves in to strategic contributors for the success of the company. In this context, altering the HR role in to strategic suppliers can lead the workforce tactics to the next level pf increasing the value of human capital and help an organisation achieve differentiating competitive benefit.
Strategic management of human resource is mostly about establishing competitive benefit throughout the organisation’s manpower. It is the duty of the HR department to manage the administrative works, and training employees with a dedicated and motivated attitude so that staffs can enhance the effectiveness and productivity within the organisation while improving the quality of customer service.
As stated by Patel et al., (2019), strategic HR executive are assigned with the role of recruitment of staffs that have high potential for organisational growth. HR executive and managers helps this employee to acquire top level knowledge in the relevant fields that are in line with organisational
Globalization instigated multi-national organizations lead to their competitive advantage. But these companies had to face challenges in regards to market conditions, realize the global economics of scale and efficiently translate across borders knowledge and technology. It is by effective human resource practices like defining the roles and the organizational contribution, understanding the culture of that country and adopting to local practices and customs helps to generate the value for the organization to gain competitive advantage (Friedman, 2007) . HRM affected by globalization are also related to compensation, benefits and the relationship with the labors. Providing compensation and benefits are complex in nature in an international platform as compared with the home country. Globalization demands new skills and competencies. The human resource managers are required to change in order to change the operating role and transform the process and improve the capacity of the organization. International human resources practices are required to positively relate with the financial performance of the organization. The HR department of MNCs are required to balance the needs of employees operating in various countries understanding the cultural and institutional differences and try to standardize the best HRM practices across border (Jahanian, 2016) . They are also required to need to adopt to the local practices and the customers of that country they operate. Human resources is required to be the first global function as they are required to introduce global managers. They are required to ensure that HR process are more focused on the development of the manpower of the organization in a global platform. They are also required to attract global talents and bring in a unified approach to ensure performance management and talent management. Kayoed states that having a unified process for performance management, it helps them to identify the best global talent and the best leaders (Kayode, 2012) . They are also required to negotiate with the global partners that requires adopting to effective skills and knowledge. It is required by the HR to build capacity. It includes the development of the organization, culture, technologies and skills develop. Building of the capacity to help to manage globalization challenges and to take actions.
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