Assignment Essay Example | Topics and Well Written Essays - 2000 words - 2

Assignment - Essay ExampleSome of the continuous changes in the environment these organizations operate in include international competition, increasing acquisitions and mergers, reformations of individual organizations, and technological advances as identified by Dowling & Welch (2004). The implications of these changes on conglomerate aspects of the organization vary depending on the individual organization, however, for international corporations that experience the impact of these changing dynamic environments it is incumbent to adopt a greater level of flexibility and search for novel sources of competitive advantage. As mentioned above, skills and heart competencies argon regarded as the key elements essential for driving effective innovation and desired change, and therefore are the major source of competitive advantage (Gratton, 2000). As highlighted by Boxall and Purcell (2003), these changes do indeed qualify experience work and employee skills. In tandem, this offers t he suggestion that Human Resource Development (HRD) is the core function around which transnational Corporations (MRCs) succeed and maintain competitive advantage. Although all organizations are bound in such(prenominal) external environments, contingent organizational features put emphasis on some important disparities in the role profiles of the people who impart been tasked with carrying out the operations in each specific organization. It is widely held that the prevailing competitive environmental modify and appreciation of the significance of knowledge and learning to gain a competitive edge are affix the status and power of the HRD function and lead to the emergence of varied opportunities for HRD professionals (Boud and Garrick, 2001 Carter, Hirsh and Aston, 2002 Harrison, 2006). The increasing challenges manifest in the organizational structure of MNCs lead to the creation of distinctive roles for HR and HRD professionals that are not available in domesticated organiz ations or the national context (Peterson and Thomas, 2007). This paper therefore discusses the role played by the HRD function in MNCs in an international context concerning the changing environmental circumstances that have been highlighted above. In addition, draws on the final result that the role of HRD in maintaining a competitive advantage in a global stage has father greater than ever before, and is mainly influenced by the international components that come into play. The International Context and the Role of HRD in MNCs The extant surge in globalization has been identified as a central environmental factor that continues to shape the operations of HRD professionals in MNCs across the world. Globalization entails a large quantity of issues such as the growth in international, multinational and transnational organizations advances in technology, mergers, acquisitions, ad strategic alliances. Short and Callahan (2005) state that in the quest for organizations to go global or maintain their position at the international stage, they are promising to turn to HRD professional to offer advice and support on the most viable strategies and practices to adopt. However, globalization forces the HRD function of such organizations to transform their way of thinking about the nature radically, role and tools of people development in place to remain competitive. The methods, therefore, adopted by the HRD function in MNCs is mainly influenced by the decision of the organization to ladder toward international convergence, divergence or to operate as a transnational