Neither one of these opinions is good for the organization as a whole or the HR Department itself. The HRM function may be very efficient that way, but it loses its effectiveness. In the second example, the globalization of the world of business has become a serious issue for workers who deal with customers, but the HRM function also needs to be up-to-date with how to respond to people who have different ethnicities and cultures. Effectiveness is often put on the back burner in lieu of efficiency. The HR Department needs to get things done, so it does things the way it always has -- it knows that way works. Unfortunately, though, that means that it is not always as sensitive to the needs of others as it should be. Employees in other countries or regions are not used to another area's way of doing things. While some things cannot (and should not) be changed just to accommodate another person, the HRM function of any organization should be willing to...
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