Competing Through Globalization,Technology and Sustainability with Integrity and Action
Usually, HR functions are used in setting policies for compliance with regard to legal and ethical requirements. Subsequently, organizations and companies transacting business oversees face wide-ranging business practices that fail to comply with others oversees. Determining how an HR function can operate whilst complying with its laws and values across nations that do not share those laws and values is a huge challenge that can be determined by following the Foreign Corrupt Practices Act.
Markedly, using this act, a global HR function can determine what activity is legal and illegal (Azizul, 2008).
Another way that global HR function could determine ways of complying with laws and values across countries is by working and transacting business within its mandate. Arguably, it is difficult to comply with these laws, but with a clear focus on the objective of the business, global HR functions can manage the task. For instance, it could be wrong being extravagant and paying huge bills to pay for officials’ luxuries for instance during business occasions and special days such as birthdays.
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Additionally, leaders such as managers and directors should be giving more powers and authority to punish employees who are found violating or breaking the rules (Selznick, 2011). To conclude, HR plays an important role is ensuring that businesses function properly with fewer hitches. It has a duty of curbing any weird business or action that violates the firm’s law. Being more involved in every activity that takes place in the firm will ensure proper and coherent operation of a firm.
Dowling, P., Festing, M., & Engle Sr, A. D. (2008). International human resource management: Managing people in a multinational context. Cengage Learning.
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