+ 44 20 8144 3706Introduction:
Human resource management is the one of the most important subjects of the management. In the present research study, standardized and localized HR policies that are adopted by the firms is evaluated in detail (Everly, and Schwarz, 2015). Further, in the report, the benefits of adopting a standardized HR policy are also explained in detail. At the end of the report, concluding section is prepared.
Context:
MNC’s operate across the globe, sometimes follow standardized HR policies and sometimes follow localized HR policies. There are a number of disadvantages of adopting localized HR strategies in the business. One of the main disadvantages is that staff remains underutilized many times within the HR department if localized HR strategies are followed. Second disadvantage is that company wise perceptive are missed in respect of the global employee population (v Basak, and Khanna, 2017). Third, the disadvantage is that the HR departments start forming their own process of working which make them more inefficient. Fourth disadvantage is that HR starts using different data and measurements to make HR decisions. In case firms follow standardized HR policies then in that case such kind of negative sides can be prevented from origination in the HR department. In such kind of situation question arises that how single HR policy can be implemented across the globe in all nations in which firm is operating its business. While implementing same HR policy across nations, firms have to take care of local rules and regulations. Thus, in below given section varied ways or policies are explained in detail which is adopted by the MNC’s to implement same HR policy across all nations in which it is operating its business.
HR policies and strategies:
Common process followed by many MNC of USA to implement same HR policy across the nations is given below.
• Repeal or align existing policies and work rules: Alcon when prepares new policy repeal old policy. Many times it happened that firms launch new policies and individuals are not aware of it. Firms issue a new version without bothering about the old version. Later employees feel confused that which rule they have to follow. Hence, considering such kind of situation Alcon repeal old policy. HR policy also needs to be aligned to the local rules and regulations. In many nations like Japan and Korea firms have to issue formal “work rules”. The main reason behind preparing such kind of rules is to stop firms from regulating activities of the employees at the workplace (Ahmad, 2015). Employees have to follow all rules and regulations tightly in the workplace. In case an employee performs any illegal act that is not in these rules then in that case it cannot be assumed culprit by the business firm. Hence, launching a cross-border HR policy in a mandatory work rules, jurisdiction is certain to amend local work rules to accommodate the new policy or to incorporate it by reference.
Conclusion:
On the basis of the above discussion it is concluded that there is a significance of the standardized HR policies for the firms. More standardized are the HR policies, HR related administration will be better in the business. Performance will be measured in best way and there will be more transparency in respect to handling of HR related grievance in the business. Sometimes due to difference in culture firms are forced to follow localized HR practices. In order to perform HR related operations in best way either firm must follow standardized HR policy or mix standardized and localized HR policy in the business.
Reference
Books and Journals
Ahmad, S. 2015. Green human resource management: Policies and practices. Cogent business & management. 2(1). 1030817.
Ali, A. 2019. Impact of HR Policies and Practices on Employee Job Satisfaction: Evidence from Pakistan Telecommunication Ltd.(PTCL) Hyderabad, Pakistan. SEISENSE Journal of Management. 2(2). 48-57.
Anwaar, S., Nadeem, A. B.. and Hassan, M., 2016. Critical assessment of the impact of HR strategies on employees’ performance. Cogent Business & Management. 3(1). 1245939.
Ashraf, F., Ashraf, I.. and Anam, W. 2015. Green HR for businesses. International Journal of Academic Research in Business and Social Sciences. 5(8). 149-156.
Barslund, M., Bauknecht, J.. and Cebulla, A. 2019. Working conditions and retirement: How important are HR policies in prolonging working life?. mrev management revue. 30(1). 120-141.
Biswas, K., Boyle, B.. and Bhardwaj, S., 2020. Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity–a mediated model approach. In Evidence-based HRM: a Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Chow, J. Y.. and Sayarshad, H. R., 2016. Reference policies for non-myopic sequential network design and timing problems. Networks and Spatial Economics. 16(4). 1183-1209.
Demmke, C. 2015. The Europeanization of civil services and human resources (HR) policies. In The Palgrave Handbook of the European Administrative System (pp. 449-463). Palgrave Macmillan, London.
Everly, B. A.. and Schwarz, J. L. 2015. Predictors of the adoption of LGBT‐friendly HR policies. Human Resource Management. 54(2). 367-384.
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