Faculty of Business Environment and Society 2 Essay

Faculty of Business Environment and Society 2 - Essay Example ground on the principle that managing employees in a multinational environment increases complexities for the managers unless there is a uniform score of policies to govern the diversified workforce. In this regard, Du Plessis and Beaver (2008) mentioned that companies operating in multiple markets across the world should non engage in changing the pay and work conditions of the employees as it may create discrepancies among the employees of various sector. This avowal will be analysed in the following sections of the essay in reference to the changes and the challenges in managing the human imaging departments of the multinational organisations.Buckley and Monks (2004) noted that previously reward and compensations structures of a company were formed depending on the financial perceptual constancy and the profit earning ability of companies with short-term focus. However, now as firms are trying to formulate strategi es for developing long-term benefits and employee needs and expectations perform an important role in this system. According to the studies of Greer (2010), the role of the human resource focal point processes is to ensure that an organisation has the necessary resources for achieving their organisational objectives. The primary considerations behind the HRM strategies should be to focus on the requirements of the organisation and queue up the interests of the employees with the organisational needs. Kozami (2008) stated that in the contemporary scenario, the business processes of the firms include the aspect of sustainable business practices along with amend productivity and performance from the workforce of the firms. Hence, in order to motivate and encourage the employee, compensation and rewards structures are apply as a primary method. Considering the approach of work structure of the multinational firms, cultural diversity is an inbuilt part of their work force which als o enhances the need for the managers for designing the HRM framework based on the