Globalization and the role of HR in organizational culture

Globalization

Globalization is a phenomenon that connects people and industries over the world through common channels, like technology and transport. For the past few decades, globalization and it’s after-effects have changed our world and have profoundly impacted the service industries by changing their standards of productions.

Globalization and organizational culture

With the increase of globalization, the labour unions in companies have ceased to exist, which earlier used to be a part of the organization. Many jobs that were unionized in the manufacturing plants in the developed countries (Like the United States) have been moved to foreign nations, thus decreasing the memberships of the labour union (Young, & Tackett, 2018). Companies now can recruit personnel from outside their country through outsourcing, without needing them to relocate. Also, globalization has enabled a company to open up its branches outside its home country, allowing them to employ staff from around the world who might help them operate ion foreign soils.

Globalization has also brought a change in production quality standards and product advertising. Earlier, the quality was confined to a fixed market with a relatively smaller consumer base. Now, with the global market opened up, quality standards have gone up, for the products to have an appeal in the international consumer market (Mulyasa, 2016). Employee working procedures and work timings have changed to suit the international working standards. Flexible work schedules have been introduced to make sure that the company services are available round the clock. Also, the training procedures have changed and have been updated so that the employees are updated with the new working procedures and the changes in the company production standards.

Role of Human Resources in building organizational culture

Culture plays an essential role in a company’s performance. A healthy organization culture ensures that an employee has a proper working surrounding around them. Therefore, the role of HR leaders within a company should be to facilitate an organizational culture that has high productivity (Harrison & Bazzy, 2017). This can be done by consulting with the senior management officials of the company, and by identifying a suitable organizational culture for the company. Once implemented, culture management should be the core focus of the company’s approach.

To induce organizational culture, the HR team should be a role model for all the corporate rules. The values of the organization should be given priority, and the employees should be reinforced in the employees. Organizational ethics must be introduced and defined well to the employees by the HR team, and it should be ensured that they understand and follow them within the company. There should be a two-way communication channel established within the company so that the HR may receive feedback from the employees regarding any grievances.

The HR team should be able to recognize and reward the hardworking employees, which would encourage them to top carry on the excellent work. Teamwork should be encouraged by making the employees work as a part of a team in company projects. This will enable them to share their resources and ideas with each other.

References:

Harrison, T., & Bazzy, J. D. (2017). Aligning organizational culture and strategic human resource management. Journal of Management Development.

Mulyasa, E. (2016). Improved Quality Management Based Learning for Preparing the Character of Graduates in Response to Globalization Era. International Journal of Education and Research, 4(11), 385-393.

Young, A. T., & Tackett, M. Y. (2018). Globalization and the decline in labor shares: Exploring the relationship beyond trade and financial flows. European Journal of Political Economy, 52, 18-35.