Expanding in the emerging markets is not that easy for an organization. Especially when foreign companies have to get hold of the local talent; the hiring process seems like a daunting task. It is the HRs job to corporate with the local recruitment agencies to find out the best resources they can get in the market. They are also responsible to maintain the harmony of diverse cultured workforce.
The employers often tend to ignore the ethnic sentiments of their outsourced workers, mostly from third world countries. This feeling of ignorance sometimes leads to disastrous results. When the feeling of denial from management comes up in workers mind, they do not wish to give their best performance.
The HR of the company has a very critical role to play in such conflicting scenario. They have to comprehend the capabilities, employability, and cultural implications of talent accessible in the outsourcing nation. They also have to know how to prioritize the growth objective of the company in accordance with the leveraging opportunities offered by the outsourcing market.
One more critical aspect of growth strategy is mergers and acquisition. With M & A, the handling issue of the acquired company,s employees also comes into the picture. To sustain the talent advantage got due to M & A process HRs has to do thoughtful talent and organization planning.
Innovation is a major driver of growth. It is the HR professionals of the company who are responsible for stimulating the innovative environment in the work force.
To retain and excel the growth of the organization has to sustain and generate steady top-line growth. In such scenario, the HRs has to work for building a workforce with speed, flexibility, and adaptability to change. With a standard work environment built in association with the HR department does wonders for company productivity and growth.