global HRM
I anticipate improving knowledge and skills in critical thinking, multicultural effectiveness, and ethical practice.
Concerning critical thinking, HR professionals often work through complex situations that take time and thought power to balance. For instance, employees are diverse in terms of knowledge and experiences; nevertheless, a HRM must ensure all employees work towards the organization’s goals onwards. Currently, the use of big data and HR metrics to inform HR decisions compels me further to enhancing critical thinking, so that I can make sound interpretation of the metrics (Nocker & Sena, 2019). The enhancement will require me to plan and innovate efficient data interpretation methods. As suggested by Shukla & Singh (2015), I will work to adopt a positive attitude towards data and enroll for training and courses such as data analytics.
A global HR professional often interacts with employees, colleagues, and clients from different cultural backgrounds. Successful cross-cultural interactions are a significant denominator for better KPI of a global HR. For instance, one must understand the various culture to avoid stereotyping and prejudices. Besides, some laws and regulations oversee cross-cultural hiring processes. Notably, cultures remain elusive (Chou, 2017). Therefore, success in my profession requires the enhancement of global and culture effectiveness competency to honor various cultural demands and regulations. I plan to take relevant cross-culture and linguistic courses and actively associating with people from various cultures. This strategy is result-oriented to enhance cross-cultural relationship skills and cross-border HR practice regulations.
Lastly, ethical practice is paramount to my profession. Besides hiring and developing efficient teams, a HRM ought to protect the organization from inauspicious employees’ conduct. Besides, ethical systems have a direct association with higher organization performance (Cabana & Kaptein, 2019). Hence, I look forward to learning various ethical requirements and recommendations, and including ethical conduct score in my KPI and appraisal metrics. That way, I will learn the various ethical recommendations and recommendations for ethically influenced actions.
References
Cabana, G., & Kaptein, M. (2019). Team Ethical Cultures Within an Organization: A Differentiation Perspective on Their Existence and Relevance. Journal Of Business Ethics. doi: 10.1007/s10551-019-04376-5
Chou, W. (2017). Culture Remains Elusive. American Sociological Review, 82(2), 435-443. doi: 10.1177/0003122417690497
Nocker, M., & Sena, V. (2019). Big Data and Human Resources Management: The Rise of Talent Analytics. Social Sciences, 8(10), 273. doi: 10.3390/socsci8100273
Shukla, T., & Singh, A. (2015). Organizational Factors Influencing Innovation: An Empirical Investigation. Journal Of Strategic Human Resource Management, 4(3). doi: 10.21863/jshrm/2015.4.3.018