Factors Affecting Human Resource Management in The BRICS Courtiers

Together, these nations have the following characteristics: • 2. 8 billion Persons or 40% of the world’s inhabitants live in these states • Their land total covers about a quarter of world’s total • Their Gross Domestic Product constitute to 25% of the world (Cousins et al, 2018). By 2050, the BRIC nations; China and India are projected to control global supply of industrial goods and services, while Russia and Brazil will be the leader in terms of supplying raw materials. Leaders of these countries hold talks regularly, attend summits and act according to the best interests of the group. China has a stronger economy and contributes more than half of the BRIC nations share. Therefore, alteration of organization structures to adapt to the best fit these factors.

Major challenges affecting human recourse in emerging countries are caused by lack of support from HRM concepts which does not deal with the effect of globalization on these countries. The systems of these outdated and ineffective which affects good organizational structures. This is especially visible with studies focusing on Human Resource Management. Good management of human resource combine with other factors can lead to more production and profitability. It is difficult to get individuals from diverse religious and ethnic background to work together in an organization in some states. A common way used to classify was developed by a Dutch researcher and scholar; Geert Hofstede. He led a research in 53 countries and in excess of 100,000 IBM employees. He identified five dimensions used to determining and comparing cultures.

It includes; a. Manly values entailed performance orientation, competitiveness, assertiveness, and success while feminine include personal relationships, care, and quality of life. The response from countries like Japan had the biggest masculinity score while the Netherlands showed high feminine scores. The results are mostly associated with the role of women in those countries and what is acceptable for women to do. This shows the effect of culture on assigning women to managerial jobs to countries with high degree feminism and masculinity. d. Education States differ in terms of labor markets and the level of education and skill required by the employers. Education quality, mainly higher level and training are essential for establishing a production value chain as it will eventually affect the production process.

A qualified workforce is essential since they quickly adapt to changing environment and have the capacity of undertaking difficult tasks. Education and training nurture competence which lead to flexible and efficient labor and are cause small impact when transferred from one economic activity to another. Education systems, training, and the labor market complement each other as it influences the results of an organization as they are the elements of production (Stone et al, 2015). e. some countries require those part-time workers to receive benefits like their permanent worker's counterparts. Human resource department is required to plan and understand laws and customs in each country to ensure they treat their temporary, remote and part-time workers within the confines of the law. It becomes harder when hiring through online platforms and other non-traditional recruiting methods.

It is also difficult to keep up to date of the volatile and complex labor laws in each state. Countries that use the capitalist system; policies and are made by the organization to ensure the efficient production whereas socialists, the management concentrates on eliminating unemployment through forgoing productivity and efficiency eventually harming the organization. Therefore, the human resource department should consider the economic barriers before developing policies. China is a communist in terms of economic approach. Other states tried modified type of communism but it fundamentally failed. The government has made attempts to move to a more modified model but has led to layoff, unemployment and too many workers community. In Russia, setting a firm is expensive because of high tax rate and wages from personal to corporate levels.

The human resourced department has to evaluate economic factors as an important analysis factor before setting up operations in BRICS. Technological Advancement Technology affects the human resource department such as ways to contact employees, analyze employee performance and store files. This includes downsizing as new tech comes in order to save money. Technology has eased and improved relationships between organizations which are far apart. Lastly, the HR should keep hard and electronic copies of data in a secure place. Labor Demographics As the new generation enters the market, the older generation retires and the function of the human resource department is to ensure attraction on a new workforce. It includes introducing different hiring plan with attractive compensation packages that work with the younger workers.

In developed economies, there is dwindling youth population while in developing states have a high rate of unemployment among the youth. These shortages cause migration across borders and a workforce comprises of the older generation. Infosys; a business technology consultancy states that it’s a cost-effective method to source labor from neighboring countries. Social media is essential for recruiting new workforce. Successful establishments are using the technology to promote the company, hiring, and assessment with the useful technology of social media. Companies are facing challenges such as means of assessing skills from different talent sources and generating training programs to fill the missing gaps after hiring (Chuang et al, 2016). An understanding of how to manage and assimilate employees from different cultures is also required.

Accredited business practices locally are always against the standards of the corporation and laws of its governing agency. Often, it creates friction between the need to achieve success in those markets and social responsibility. Consumers’ are not only looking for high-quality goods and services but also accountability for the effect of social change according to their business practices, beliefs, and profits (Suliman et al, 2016). Research indicates that consumers are attracted to corporations that support what they care about such as environment and energy saving. The challenge is to get a comprehensive understanding of local environs and their recognized practices and developing of customized protocols for each region and conveying the information to their branches and supply chain. Curbing of migration and importation of skilled labor are a measure taken by the government to increase the labor force.

Human resource department is faced with challenges especially in nations with strict migration laws. HR may find it difficult to hire the right people because of the limited talent. Therefore, the HR department should come up with strategies and programs to tap into the bigger labor force pool (Chuang et al, 2016). In case of migrant workers, the HR has to extensively migration laws to enable them to work legally in the country. Human resource has to develop strategies to ensure retention through means such as motivation. Companies should make flexible provisions for employees when hiring part-time, remote and temporary workers to avoid massive employee benefits which may be costly at the end. It is also a growing concern in BRICS states as part-time workers prefer long-term basis.