Hr Policies and Implementation of Hr Policies in a Global Company and Its Subsidiaries
1. Introduction
In this report we are going to discuss about the people management, the strategic human resource management in relation to the standardization of. Presently there are many HRM models implemented in many of the companies. In this study we take the Jaguar & Land Rover Company as an example, whose policies are implemented globally and standardizing some of them, for all of its subsidiaries. Though there are many policies in SHRM, not all of them apt to all subsidiaries of Jaguar and Land Rover, because each of them has different culture and different reasons.Human resource management deals with the employee relations that regards to the distribution of payroll and dealing with employee relations at a particular location. The human resources (HR) function has been viewed as a provider of local services addressing individual employee questions. As the organizations have grown (both domestically and internationally), HR headcount and the number of localized HR regulations have proliferated as well. As a result, HR processes in many companies have begun to resemble the tax codes which have fragmented, poorly documented, and become a subject to the various interpretations of individuals located around the globe Coro Strandberg (2009).As a result, the companies are now taking a harder look at how they are hiring, connecting and developing their employees on a worldwide basis. In addition to these, the companies are needed to take advantage of the economies of scale, by managing costs and leveraging information technology to increase HR’s efficiency and effectiveness Sharma S., Sharma J. and Devi A. (2007).When the companies decide to develop their global standards, they need to consider the changes needed for the governance of global processes, address local budgeting and change the management concerns. From a more strategic perspective, HR need to more actively develop a globally integrated workforce, facilitating the organization’s ability to identify,
In this report we are going to discuss about the people management, the strategic human resource management in relation to the standardization of. Presently there are many HRM models implemented in many of the companies. In this study we take the Jaguar & Land Rover Company as an example, whose policies are implemented globally and standardizing some of them, for all of its subsidiaries. Though there are many policies in SHRM, not all of them apt to all subsidiaries of Jaguar and Land Rover, because each of them has different culture and different reasons.Human resource management deals with the employee relations that regards to the distribution of payroll and dealing with employee relations at a particular location. The human resources (HR) function has been viewed as a provider of local services addressing individual employee questions. As the organizations have grown (both domestically and internationally), HR headcount and the number of localized HR regulations have proliferated as well. As a result, HR processes in many companies have begun to resemble the tax codes which have fragmented, poorly documented, and become a subject to the various interpretations of individuals located around the globe Coro Strandberg (2009).As a result, the companies are now taking a harder look at how they are hiring, connecting and developing their employees on a worldwide basis. In addition to these, the companies are needed to take advantage of the economies of scale, by managing costs and leveraging information technology to increase HR’s efficiency and effectiveness Sharma S., Sharma J. and Devi A. (2007).When the companies decide to develop their global standards, they need to consider the changes needed for the governance of global processes, address local budgeting and change the management concerns. From a more strategic perspective, HR need to more actively develop a globally integrated workforce, facilitating the organization’s ability to identify,
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