International human resources Essay Example for Free

International human elections EssayIt is the biggest challenge of companies today to maintain and attract best employees thusly the realization in holding trainings and conferences for top executives to level officers is exceedingly in demand. Initiating strategies and solutions regarding employee retention and human resource management keep on going to minimize costs and money. There are many brilliant solutions in going through a lot of obstacles in human resource recruitment. We may induce on some questions that would spark a vernal beginning are the employees are given the detect to speak? atomic number 18 new ideas accepted? Are benefits really beneficial to employees? Does the employees opinion count? Are works valued, evaluated and rewarded on their performance? This are simple questions that has an impact to the existing occupations in many companies, no matter of size, incorporating other(a) issues like repatriation, best opportunities, poor treatment, differences in culture and disagreement on the direction of the guild, leave out of recognition, indefinite growth prospects and poor blood among co-workers. Keeping people and maintaining them for a longer period of period is the nearly difficult and challenging tasks for all human resources coachs nowadays, hopefully, we give answer possible keys and solutions to these burning questions end-to-end the discussion. Why are people leaving from one company to another?A wide transition of reasons why are people leaving their personal line of credits to find new companies includes expectations were not satisfactorily fulfilled, unsuitable for the role, do not fit with the companys culture, insufficient opportunities for growth and development, inadequate acknowledgment and admiration, problems with a manager or supervisor, not satisfied with the compensation, stress, lack of work and life balance, and lack of confidence in the company and leadership (Meyers). According to Susan Heathfi eld (Heathfield, 2007), most employees are leaving their work for reasons of searching new opportunities with other companies. trinity top reasons were identified by Heathfield fifty three percent of employees look for better rewards and benefits, thirty quint percent were discontented with prospects of career growth and development, and thirty two percent were ready for a new experience and new environment. The motivating factors that can enhance the continuous stay of employees were examined by Bob Losyk on his article, here are the different factors that he stated dignity and respect, involvement and participation, pay above the patience average, presentationcase superior workers, and by showing support to employees (Losyk).Giving dignity and respect is one of the most important key elements in satisfying the employees, harsh words, shouting, insults, and abuse of power will only answer to demoralization, low morale, increase possibilities of absenteeism, and in turn resignat ion. Losyk added that employers should be treated with high respect, worth and goodness, let them relax, be independent and empowered. Do not crash on people who make mistakes instead make it more constructive and let them learn from it.Involvement and participation is also a significant factor in dealing with employees motivation to stay in the company, by listening to their suggestions, aspirations, and ideas can make them more convolute and active much as with belongingness and partnership. Paying above the industry average will surely and literally compensate the best employee thus giving and making more money for you. Great employees should be make up for what they gave back to the company and it should not be as simple as paying back unless to reward and constantly recognize their efforts.For sure, companies who have the best employees will have more satisfied clients because of the beautiful services they receive and in return a greater chance of repeat business will lik ely to come. Another tip from Losyk is to highlight and draw attention to outstanding employees by giving awards, certificates, unembellished remuneration, dinners as well as posting their photos on bulletin boards or company newsletters. To share and show support, to listen and know their personal and family problems can be a key factor for lasting relationship with employees.It will create a positive and motivating atmosphere resulting to a more productive and high-quality employees (Losyk). change magnitude demand for immigrant workforce and opportunities abroad The increasing demand of hiring cross-cultural workforce is a global fate to respond the needs internationally. But because of the terms and conditions in hiring immigrants, it is very difficult to establish a notable and constant employee for a particular business due to numerous alternative employment with other companies.To better understand the recruitment, hiring and retaining the best employees especially the im migrants and ethnic workers, it is important that we should consider the culture, traditions, and beliefs, know the different ethnic lifestyles and values, care for the impact that the immigrant workforce is influencing the management, and study the fabrications on recruitment of diverse ethnic groups.In addition to Losyks article, he stressed that it is significant that companies must understand the needs and desires most Hispanic and Asian workers inadequacy from a workplace, discover how to give comment to immigrant employees, determine the critical factors needed to train Asian, Hispanic and other cross-cultural groups, and create management techniques that can work and understand the involvement and recognition with the ethnic groups (Losyk). pass on problems encountered by other employers is when their employees who are assigned to work foreign over a period of age will transfer to another companies in a few months to seek greener pastures. These are real and echt happeni ngs in most development organizations when workers or volunteers enter into a contract to gain experience overseas and marked it as a stepping stone to find great opportunities abroad.How can companies and organizations struggle to this concurrent problem? Is this just a cycle to be left out and find new workers to continue the job? Are there any other holistic means that we can manage to surpass this go along global recruitment problem?