MN7181 People and Organisation: Blog 08 .The global context of HRM and Employee Migration.




From prehistoric times, people have moved to different lands for the purpose of finding better hunting grounds, more suitable farmlands or owing to competition and conflict with other groups.

Weaker groups migrate to make new lands for their settlement and other people have sought out new economic opportunities, includes farmland or industrial jobs at higher salary and wages than those available at home. Later after the period of Industrialization rapidly increase the amount of migration and it has deeply shaped and been shaped by the development of modern capitalism.

Traveling craftsmen and merchants contributed to technology and skill transfer (Bade 2003).

 impact of Skilled migration

Skilled employees’ migrant is an important trend in global HR and it contributes to organizations to gain competitive advantages. It includes skilled and non-skilled employees and the problem arising here is non-skilled employees are a contemporary issue for host countries’. Because of the migration of skilled employees, organizations unable to get expected output, and they have to pay more cost and effort to train these types of employees to make them suitable for direct toward organizations goals.

In according Connell and Burgess (2009) research done relates in Canadian multinational companies, he identified that they used to pull skilled workers from developing countries for low salaries. Then it realized that developed countries pull skilled labours from developing countries to obtain cost advances and on the other hand which entitles costs on developing countries’ HR to retain their skilled employees within the country.

Diversity and multiculturalism

Due to the international migrants increasing rapidly, workplaces around the world become more diverse. Homogeneous workforce is replaced by a mixture of ethnic and cultural groups. Flows of migrants are transforming the societies, and that is an outgoing subject of public and political debate (Legrain 2006).

Diversity offers many benefits in terms of a variety of lifestyles, ideas, languages, styles, and cultural norms. The acceptance of cultural diversity is referred as multiculturalism (Pharek 2000). Multiculturalism in education, business, social policy, and culture leads to reducing intra-group conflicts.

A multicultural workplace brings many benefits such as better decision making, creativity and innovation and successful marketing to different types of customers. However, sometimes diversity might bring costs and challenges to the organizations such as interpersonal conflict and communication breakdowns and if it managed improperly it leads to racism, harassment, and ageism, which can create a non-productive environment.



References: 

Bade, K. (2003) Migration in European History. Malden: Blackwell Publishing.

Connell. J., and Burgess. J. (2009). Migrant workers, migrant work, public policy, and human resource management.International Journal of Manpower , pp- 412-421.

Legrain, P. (2006) Immigrants: Your Country Needs Them. London: Little, Brown.


Phillips. P. O. (2013). Special Interests Battle Over Immigration Reform. OpenSecrets.org , pp-2-9.


https://uk.sagepub.com/sites/default/files/upm-binaries/58672_Martinez_ch_11.pdf

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