HRM has evolved significantly over the past three decades. Before HRM has only focused on local contexts, managing significantly small groups of people. However, with globalization and new avenues for business growth and more competitive advantages for organizations, they have been expanding their operations globally. Global HRM has become crucial as the HR teams of organizations have started catering to employees from across the globe opposed to how it have been done traditionally. This has impacted on how organizations have to prioritize and address diversity, equity and intersectionality to make more inclusive and accessible work spaces for all.
With the emerging and implementation of Global HRM, organizations have to abide by international laws, whilst being aware of the socio-economic values across borders which affects how they have to deal with recruitment of employees, ensuring they have rewarding experiences and adequate opportunities for personal growth through cross-cultural trainings to enhance the competencies and adaptability of all.
Today for organizations, it’s highly challenging to sustain an organizational team culture with such diverse teams. Strategic workforce planning is more precisely done in organizations, to align the HR strategies with global business goals. Moreover, they have been readily addressing challenges like communication through technology and virtual collaboration.
Global HRM is vital since organizations have to craft tailored approaches - to cater to the needs of the diverse group of employees - as they continue its operations globally.
Consequently, with the evolvement of HRM, a strong Global HRM is required by all to ensure that organizations have sustained business growth and expansion.