Human Resource Management In A Global Environment

Human Resource Management In A Global Environment

Human Resource Management is an approach to manage people in an organization effectively. Most businesses can gain a competitive advantage over their competitors. IHRM maximizes employee’s performance while at the same time, allow employers to achieve desired objectives. Furthermore, Human resource management focuses on policies that enforce recruitment, training, payment, and reward of employees.

https://www.weforum.org/agenda/2018/08/we-must-challenge-the-centrality-of-paid-work-in-our-lives

Effect Of Human Resource Management On The Health Of People

IHRM is affected by various social, political, economic, technological, and legal/political factors (Weihrich & Koontz, 2005). People’s health is at the forefront of most discussions.  Unemployment significantly affects people to the extent of causing poor mental health. Unemployed people experience anxiety, depression, and suicidal feelings. The most influential theory of all time is the deprivation theory by Marie Jahoda, which states that psychological needs fulfill employment. They can be either material things provided by income or side effects that are good for health. Employees have more advantages as compared to unemployed people. In matters such as health, unemployed people have poor health

Paid people obtain all the positive goods such as social activity, teamwork, and status. This means that there is one thing unique about work payment for better health. Paid people are often happy; their lives are flourishing as compared to the unemployed ones. Unemployed women living in countries with a high rate of employed women tend to suffer a lot because of the shame they feel. Also, retired people enjoy being free from labor expectations. This is because of the status and identity that the job provides, therefore paid work is better than unemployment.

Even though the theory has gained much academic, political, and public support of unemployment, other researchers actively despise it. They argue that the method does not give space for the impact that the loss of jobs brings. Nevertheless, Jahoda’s theory remains to be influential. The idea that employment is good for our health and well-being and lack of employment seriously affects many government policies to support our health. Therefore, it means that work acts as a solution to poor health.

We must change the perspective of work ( Heizer, Render & Munson, 2008).  It is how we understand unemployment that will enable us to deal with side effects. The best approach to eliminate the side effects is by challenging work ethics because they are the leading cause of misery for the unemployed. Therefore alternatives measures are required.

Alternatives

First, there is need to look into social policy reforms that improve people’s relations with their work. This can be enforced by putting extra value to practice, devoting enough time for work, and changing how work frames judgment of other people. Secondly, there is a need to view employment as a solution to our troubles by coming up with structures that radically hold work ethics (Cascio, 2015). Thirdly Universal basic income (UBI) policy should be incorporated into work ethics. By doing this, people can come out of the labor market with the freedom to enjoy their leisure time more comfortably.

Active labor markets, in this case, are government programs that assist people in getting jobs. Many of these works arise from previous public projects designed to curb unemployment. Currently, active labor market policies are used to control aggregate demand by most governments. They are common in Scandinavian countries and now prominent in Europe. An example is a New deal in the United Kingdom. Lastly, people should advance their education while away from work. Knowledge of these could eliminate boundaries between work and non-work more so; widen our understanding of the meaning of work. The unemployed will be free of shame and harmful effects brought by it. Other alternatives are parental leave for mothers and fathers. They should work for a few hours and take paid leave from work more so have more bank holidays, not once as it happens after England wins the World Cup.

Implication Of Human Resource Management To UAE Environment

UAE is one of the most developed economies of the Middle Eastern region and is viewed as the highest income generating economies. IHRM, in this case, comes in to help UAE achieve its goals, both national and organizational. However, the lack of academic research is evident, contributing to enormous deficits. The core issues influencing IHRM are cultural characteristics of UAE, such as unemployment among UAE nationals, low participation of women in the UAE workforce, and little education of UAE nationals.

The better performance of UAE should come along with the alignment of strategies of the organization with its goals, improvement of HR processes, growth of HR practitioners, and the development of relevant HRM processes for the UAE. Furthermore, future research avenues should be created to fill the existing research gaps.

Conclusion

Ultimately, all these policies aim to eliminate the boundaries between unemployment and employment. People will get a broad understanding of what work is and have a clear view of an economic relation. More so, find value and status in other forms of work that do not involve wages for the labor they provide. By doing this, the misery that has been present for a long time among the unemployed could finally come to an end.

Reference

Heizer, J., Render, B., & Munson, C. (2008). Operations management. Prentice-Hall.

Weihrich, H., & Koontz, H. (2005). Management: A global perspective. Tata McGraw-Hill.

Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill.

Field, B. C., & Field, M. K. (1997). Environmental economics: an introduction. Sustainable Human Development Review, 105.

Gore, A. (1992). Earth in the balance-ecology and the human spirit.