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Concepts and Issues Discussed By the Article
HRM competences and internationalization are the major concepts or issues discussed by the article. From the beginning, the article outlines the roles required by HR managers in the wake of internationalization, especially in countries such as Serbia and Slovenia. The article explains the various roles that HR managers require in order to handle the increasing spectrum of human resources that cut across international borders. The article explains that HR managers experience an increased range of activities when companies shift from host destinations and amplify their operations to other destinations outside the host countries.
Cultural changes, political differences, consumer attitudes, as well as the differences in legislations, characterize the challenges that HR executives experience as they undertake their roles in international and multinational firms. To substantiate the issue of HRM competences, the article outlines several skills and roles that HR managers should demonstrate when executing their responsibilities. According to the article, some of the major skills that HR managers need to have as their companies shift gradually from local to international settings include readiness for change, critical decision making, cultural understanding, and innovation.
The issue or concept that relates to internationalization is also evident all through the article. The article outlines the various challenges that HR managers face as the companies turn into multinationals. The article states that since the independence of Slovenia, several companies have undertaken their operations across the borders in countries such as Serbia, Netherlands, and even Germany. By crossing the borders and executing their operations in foreign markets with a different set of consumers, the companies cease being national but turn into international firms. To coin the prevalence of the issue, the article sampled 25 international companies and collected data from HR executives as well as expatriates working in countries like Serbia. All through the article, the issue of internationalization is evident and is indeed the main concept that compels HR managers to augment their overall skills and roles. It is important to explain that although the issue of HRM roles and internationalization are distinct, the article creates a relationship between them as it tries to explain why HR managers should amplify their skills and competences when companies turn into multinationals.
The Main Focus of the Business Paper
The article or business paper focuses on the issues of HR competence and internationalization. The article looks into the various issues that concern the roles of HR managers, expatriates, and the effect of internationalization on their competences and roles. Changes in HR competence and roles that take place in various stages of internationalization comprise some of the issues that the paper addresses. The article strives to elucidate the various HR changes that come along in the event of a company venturing into international markets. It is apparent in the article that HR roles and competencies change and increase when the companies turn from domestic to international.
From the sampled companies and the respective findings, it is evident that the roles of HR managers and expatriates increase simultaneously with the internationalization of companies. The paper used findings from companies based in regions like Serbia and Slovenia to explain the effect that internationalization has on the competences of HR managers and executives. It is practical to aver that from the onset of the paper to its conclusion, the focus revolves around the relationship between HR competencies and internationalization. From the article, it is clear that internationalization has an impact on the overall practices of HR managers. Consequently, HR managers have a role in the effectiveness of internationalization.
Recommendations and Implications of the Study
From the findings of the article, which clarifies that the roles and competencies of HR managers increase with the increased scale of internationalization, the article provides a number of recommendations. Some of the recommendations that the article puts forward include the essence of understanding the changing environment, political setting, legislation, and the culture of the countries where the companies undertake their activities. The article recommends that HR managers need to have mindsets that are willing and ready to accept change. Moreover, the article states that HR managers need to have an understanding of matters that concern the changing environment, political settings, and legislations that are operational in the countries where the companies undertake or plan to introduce their activities. In substantiating its recommendations, the article clarifies that HR managers are the ones who can improve the effectiveness of internationalization in companies. The article states that HR competencies can propel or cripple the rate at which companies succeed in international markets.
The article expects to initiate a number of implications that include effectiveness in the internationalization process, improvements of the HR competencies, and increased understanding of the challenges that HR managers experience when companies turn into multinationals. Remarkably, after reading the article, HR managers, expatriates, and other stakeholders in the international field get insights on the issues that surround the concepts of internationalization of companies. In addition, HR managers and expatriates amplify their skills and ensure that they improve their scale of preparedness even before their companies turn into multinationals. The implications that arise after a study of the article concern the issues that it addresses. After reading the article, the scale of effectiveness in entering and operating in new destinations improves. The improvement takes place because the article addresses issues that other scholars have not delved into in their prior studies, which concern internationalization and HR competencies.
Utility, Drawbacks, and Usage of the Article in Organizations
The article is very useful, especially for companies that plan to initiate international operations and those that are already operating in foreign markets. HR managers, expatriates, and other concerned stakeholders can utilize the paper in addressing the various issues that come along with internationalization. Some of the drawbacks linked to the article include its limitation in scope and research. The article lays lots of emphasis on countries around Central and Eastern Europe (CEE). By limiting the scope of its research, the article minimizes its utility because its application can only materialize in the respective region.
Moreover, the article sampled 25 companies based in places like Serbia and Slovenia. It is critical to allude that 25 companies are not sufficient to draw a conclusion on the issues of HR competence and internationalization. The inability of the findings to address the issues conclusively occurs because the issues of HR competence and internationalization are wide and require extensive research. Conversely, in as much as the article presents a number of drawbacks, it is still useful for HR managers and individuals who want to start international operations. The issues that the article addresses are vital and help boost the effectiveness of HR managers in international companies.
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