Why Have Multinational Companies Been Using Foxconn As A Supplier? Essays Examples

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Impact of Globalization on International HRM

Introduction
The business companies and global markets have been through various changes. With the passage of time, innovations have made their ways to markets. These changes and innovations have revolutionized the markets and have developed businesses to an extreme level. It is the reason that managements of different companies are using new approaches to cope with the competitions in international markets. Various studies have demonstrated that to increase the capacity to deal with the workers using the universal methodology, the administration of the organization must be included in engaging their socially assorted human resource. Using human efforts from different cultures can make the department of human resource management more efficient in this era of globalization. Globalization is causing different issues for human resource departments of the business. It is not reserved for a single company and works at international level (Terpstra, 2000).

Impact of globalization on international HRM

Globalization demands companies to use innovations in the market. Whereas, the HR departments that are practically responsible for managing the employees working in the company needs to focus on new approaches to make work efficient. It is due to globalization that human resource department has emerged into management system of organizations to deal with the employees in a better way. For the markets to expand globally, human resources department was used in early phases. There are direct effects of globalization on international human resources management agencies. Few of them are given below.
Globalization means the integration of different operations in an organization. It includes different strategies, processes, functions and operations of a company. It involves the concept of diversity in it. This diversity could be of ideas, strategies or even employees working.
One of the major effects of globalization on the international human resource is “diversity recruitments”. With the increase in the globalization, interactions are modernized in a way that stakeholders, customers and even employees from different cultures are working in a company. It increases the diversity in work. There are always different ideas that help an organization to build up and stand in markets in comparison to its competitors (Jane, 1989).
So, numerous human resource supervisors look to contract representatives from similarly different foundations. Organizations taking part in this different qualities enlistment perceive the benefit of having individuals on staff. Also, their clients can identify and realize that having a group of various individuals adds to the scope of thoughts and impacts inside of the association.
Another effect of globalization on international human resource management is a push for “development”. It provides the employees a chance to choose their goals related to career. Some companies provide their employees with education and training for their better performances. These companies send their employees to international conferences. It provides employees with better working abilities that ultimately help the organization in the markets.
Similarly, globalization has various effects on the human resources management at international markets. Many companies are more focusing on human resources departments to deal with employees. As with globalization people of different cultures work together. Therefore, more innovations and strategies are required in HR departments of international companies (Boddewyn, Soehl Picard, 1986).

Foxconn is a multinational cooperation that has been founded in 1947. The head-quarter of Foxconn is in Taiwan. It is Electronics Company working as world’s best electronic company there. It is one of the best companies in electronics working in many countries around the world. It has its clients globally. Many developed nations with very reputable electronics organizations are clients of Foxconn. Multinational companies are using Foxconn as a supplier because of its credibility in the world. Foxconn is one of the best suppliers of electronic good in its quality. It has maintained its position in the markets since 1947 (Boddewyn, Soehl Picard, 1986).
Many multinational corporations are using Foxconn due to its credibility. Its techniques are modern and new. The technology used by Foxconn is well developed. With globalization, there are innovations every day. In this system of highly complex markets the organizations who want to maintain their positions need to have the latest technology. Therefore, it has its clients all over the world. Foxconn is in demand due to its innovative strategies too (Jane, 1989).

What type of HR strategies are used by Foxconn in China and why?

The plant of Foxconn in China is employee oriented. One of the largest plans of Foxconn is working in China. In this factory of electronics, hundreds of workers work. There are many controversies related to this plant outlet these days. As there were some incidences of suicides that had been reported in the year of 2010, different investigation reports have proved that there were about 14-18 suicides in less than a year in the factory of Foxconn in China. The reason for these suicides were not clear though investigation shows that they were due to extreme working conditions in the organization with low pays.
The strategies used in China by the Foxconn human resourced departments are different from other companies due to controversies. They are trying to work with better facilities with the employees providing them with the better working environment in the factories. They are more interested in total cost advantages. Human resources department is trying to work at local levels too (Boddewyn, Soehl, Picard, 1986).
Conclusion and Recommendations

References

Boddewyn, J.J., Soehl, R. and Picard, J., 1986. Standardization in international marketing: is Ted Levitt in fact right?. Business Horizons,29(6), pp.69-75.
Jain, S.C., 1989. Standardization of international marketing strategy: some research hypotheses. The Journal of Marketing, pp.70-79.
Terpstra, V., 2000. The millennium and international marketing.International Marketing Review, 17(1), pp.15-18.

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