Major HR issues Coursework Example

Human Resource Management
Name
Institution Affiliation
Date

Human Resource Management
Human resource management plays a critical role in an organization. An organization can move from a general form to a multinational, global as well as transnational structure. It is therefore to address particular issues that may affect the growth of an organization.
1) What major HR issues must be addressed as an organization moves from an international form to a multinational, global, and transnational form?
An organization should address issues that can provide a competitive advantage in the global competition. An increase in the size of an organization increases the structural complexity of an institution. The human resource needs to address the cultural differences to curtail aspects such as culture shock. An organization should encourage various elements such as employee relocations to enable them to adapt to a foreign environment. The employees should receive training on the skills and knowledge that can help be productive in the external environment.
The human resource management should aid in the designing of the marketing material to enhance success in the multinational environment. However, the human resource management should provide a cross-cultural assessment for the employees (Kehoe & Wright, 2010). The workers should be in a position to adapt to the foreign environment and learn about their culture. Learning other people’s language is necessary in reducing the cultural differences.

The human resource should provide the employees with reward linkages about their performance. Provision of rewards motivates the employees to perform duties which are mutually beneficial to them and the organization. Corporate social responsibility is also a critical concern that the human resource management should address.
The human resource management should as well address the issue of staffing practices. The employees working in the transnational environment should be talented due to their adaptive nature. The human resource should address the organizational values to enable the organization fit in the multinational and transnational environment. Language training and management of family life is also a critical issue to be addressed by the human resource. However, provision of an efficient human resource information system to aid in communication and record keeping is a fundamental issue. The information system enhances business continuity and curbing the occurrence of disasters (Kehoe & Wright, 2010).
2) Starbucks is opening new stores abroad every day, it seems. If you were in charge, would you use expatriate managers or host-country nationals to staff the new stores? WHY?
Hiring the host country nationals is an essential aspect of a business enterprise. I would recommend staffing the new store of Starbucks with the host country nationals. Engaging the local individuals is an efficient approach because they are familiar with the culture and values of the place. However, the host country nationals understand the political landscape of the country thus being in a position to receive support from the community. The local citizens can also enhance competitive advantage and an increase in the market segment. The expatriate managers can be sent in the foreign country to train the staff on the organization goals and values. The expatriate managers can understand the cultural values and norms, and they can respond to upcoming issues appropriately.
3) What are the major differences between labor-management relations in Europe and those in the U.S.A.? 
Labor management includes the associations created by the employees to enhance the welfare and security of their jobs. In Europe, the union meant for the employees negotiate with the organizations. Representatives are made from the unions and act for the welfare of the employees (Bacon & Hoque, 2014). The legal frameworks establish establishment of the employee unions in European countries. An employer is expected to enhance employee representation on issues such as occupational safety and hygiene.
However, in the United States, there is a restriction for the formation of the unions meant to represent the employees. The unions are restricted to specific corporate organizations. It is therefore clear that the unions formed in Europe have legal and political power in comparison to the United States unions.
1) What are High-Performance Work Systems and why are they important in the world of H/R? 
High-performance work systems are policies and methods in a company to enhance improvement of performance from the employees. The strategies improve productivity in an organization due to the foundation of optimal performance (Özçelik, Aybas & Uyargil, 2016). Various human resource practices enhance a high-performance work system. Attributes such as training and career development improve the work system in an organization. However, performance compensation and review increase the productivity of an organization. Employees should receive rewards due to their performance in an institution.
Provision of benefits improves the self-motivation of the employees thus enhancing their performance. Employee training program should provide the trainees with diverse skills which improve competency in the workplace. The aspect of training and career development also promote the understanding of the broader scope of an organization.
High-performance work system sustains a competitive advantage for an organization. The work systems help in developing a workforce in an organization. However, the policies change the employees’ relationships and develop proactive rile makers critical for an enterprise (Heffernan & Dundon, 2016).
2) Please recommend processes for implementing and evaluating a high-performance work system.
Evaluation and implementation of high-performance work system is an essential affair in an organization. The decision-making process facilitates the implementation of the system. The employees should be involved in the decision-making process regarding the issues that are affecting the work environment. Training is also a critical process in the implementation and evaluation of the high-performance work system (Nolte & Haschen, 2010). Provision of the employee incentives enhances the implementation of the system. The incentives provide a beneficial outcome mutually to the employees and also to the organization.
In summation, human resource practices have proved to be salient in the operations of an organization. An organization should strive to implement practices that promote workforce in an institution. However, employees play a significant role in the success of an organization.
References
Bacon, N., & Hoque, K. (2014). The influence of trade union Disability Champions on employer
disability policy and practice. Human Resource Management Journal, 25(2), 233-249. http://dx.doi.org/10.1111/1748-8583.12060Heffernan, M., & Dundon, T. (2016). Cross-level effects of high-performance work systems
(HPWS) and employee well-being: the mediating effect of organisational justice. Human Resource Management Journal, 26(2), 211-231. http://dx.doi.org/10.1111/1748-8583.12095Kehoe, R., & Wright, P. (2010). The Impact of High-Performance Human Resource Practices on
Employees’ Attitudes and Behaviors. Journal Of Management, 39(2), 366-391. http://dx.doi.org/10.1177/0149206310365901
Nolte, H., & Haschen, S. (2010). High Performance Work Systems and the End of Fun: Do High
Performance Work Systems Provide a More Human Work Environment?. SSRN Electronic Journal. http://dx.doi.org/10.2139/ssrn.1719403Özçelik, G., Aybas, M., & Uyargil, C. (2016). High Performance Work Systems and
Organizational Values: Resource-based View Considerations. Procedia – Social And Behavioral Sciences, 235, 332-341. http://dx.doi.org/10.1016/j.sbspro.2016.11.040