Business Brief Case

Business Brief

Globalization has implications for international businesses and the managing human resources in the global market is a challenge for the companies. The diversity in a workforce gives the companies good opportunity for improvement of company performance if the company has proactive approach in terms of achieving this diversity. The companies must recognize that these markets are different from the domestic markets regarding the different cultures, political and legal systems, different cultures and education - human capital. Doing business globally also requires adaptations regarding the most common obstacles as cross-cultural adaptations, different values between organizations and management styles.

When an organization expand operations internationally in more countries, it require a company's existing staff to devote some period working in a new country. When company decides to assign internationally it produces additional problems in managing human resources regarding the selecting, training, compensating and reintegrating expatriate managers (Noe, Hollenbeck, Gerhart, & Petrick, 2013). The companies are using international assignments for purposes to fill positions in subsidiary by sending international assignee, to develop global competencies in the management team and create competent employees that will enhance company's global competitive advantage, and aid the process of knowledge transfer within the company (Gilmore & Williams, 2013). The company can assign internal candidates who have proven career and are trusted by the organization or recruit externally what m additional challenge for the companies. The arena of internal candidates could be potentially small reflecting changes in the organization but the international recruitment arena can be limited with talents.

Since its founding, HP has established a continuing commitment to people and reasonable employment practices. The HP growth and expanding throughout the world made the company more diverse. The diverse of workforce helps the company to realize its full potential by recognizing and developing talents brings new ideas to HP. The diversity in HP drives invention and high performance to HP. HP believes that well managed diverse labor force contributes in creating knowledge, skills and cross-cultural understanding.

The sustainable competitive advantage that differentiates HP is a diverse and high-achieving workforce, mutual respect and dignity as fundamental beliefs. HP success depends on recruiting, developing and retaining the best existing people in their highly competitive industry. The company focus first on their talented internal employee pool and hires also interns and college graduates from extensive range of backgrounds. HP employs people with extensive range of skills and interests from different nations, cultures, ethnicity, age and backgrounds.