Perfect Model Question & Answer On Global Human Resource Issues

(1A).
The shortage of talent in the global labor market has affected the employers' job filing efficiency. According to the report on global talent shortages, the number of employers having trouble in filling jobs due to this problem is on the rise. For instance, the percentage increased from 36 % in 2014 to 38 % in 2015.This year saw the highest percentage increase in lack of global talent since the 2008 recession. In Japan, where the problem is most severe, statistics show that t6his problem has persisted since the end of the recession.
Some of the regions in the world also adversely affected by a shortage of talent include Peru, Hong Kong, Brazil, and Romania. Comparing the 2014 to 2015 statistics, Singapore had the highest proportion of the deficit in talent (40 %). South Africa and Romania also had the shortage increase significantly. The percentage increases in the latter were 31 and 61 % respectively.
However, in some parts of the world the situation has been alleviated over the last few years and saw the shortage of talent drop significantly. Countries that recorded the most drop in an increase of talent shortage were located in the Americas. Other countries include Finland and Turkey.
(1B)
The Asia-Pacific region, which is one of the regions in the world worst affected by a shortage of talent is comprised of such countries as Australia, China, Hong Kong, India, Japan, New Zealand and Singapore. The research on the shortage of talent in the region that commenced in 2006 reported the highest increase in the talent shortage in 2015. The average percentage of talent shortage stood at 48 % in 2015. According to the report, employers in Japan face the most difficulty in filling jobs due to talent shortage, with 83 % of the interviewed companies indicating they encounter the problem.
Other worst affected destinations are Hong Kong (65%) Taiwan (57%) and India (58 %). The situation is not that bad in China ,with only 24 % of employers reported to have encountered this problem in 2015. The shortage of talent in the region has affected the output of most organizations. The sales industry is reported to be hardest hit as in 2015. Employers in the region have identified the primary cause of the problem, which is the lack of competency in technical areas. On the brighter side, however, there have been a significant decline in workplace competency from 32 % in 2014 to 28 % in 2015.
(1C)
Globally, the single job that employers find hard to fill currently is the skilled trades This is consistent in the Asia-Pacific region. The categories in this category include bricklayers for the booming construction industry, electricians, plumbers, and rivers. In the formal sector, sales traders affected areas included management executives, accountants, engineers, as well as IT specialists. The top ten most affected job categories as in 2015 show that skilled trade workers, engineers and sales representatives were the worst affected job groups. These categories also led in 2014.
In 2015, there was a significant increase in the difficulty of employers to fill jobs in the IT category. Research indicates that lack of talent in the skilled trade job category is the lack of emphasis in the training of students in these fields. Additionally, the region has some issues concerning gender employment. In some of the countries in the Asia-Pacific region such as India and China, culture has tied women to domestic roles. The effect has been a reduction in the total number of women joining the job market in peruse of skilled trades jobs. Following this, employers have cited more students to peruse courses in skilled trade jobs.
(1D)
In general, a significant reduction in talent in the labor market cripples the ability of organizations to produce goods or services in the most efficient way. In the Asia- Pacific region, 55 % of the employers interviewed in 2015 expected that the lack of talent would affect their organizational output. Specifically, the companies cited that the shortage in talent was expected to reduce the efficiency of the organizations to serve their clients.
Over half of the employers expect a reduction in the productivity and competitiveness at the workplaces due to the continued increase in the shortage of talent. A drop in the number of talented laborers in the job market means that innovation and creativity, which are key to organization’s competency go low. On this note, the region's innovation and creativity standards percentage drop increased from 29 % in 2014 to 37 % in 2015. Other problems associated with the shortage of talent in the organization include high employee turnover with organizations forced to change their personal staff. Lack of talent in organization infers that the employees face challenges competing talks. The consequence here is low employee morale. Those who are talented enough demand high salaries, leading to the high cost of labor for organizations.
(1E)
Owing to the crucial problem facing employers when filling jobs in the Asia-pacific region due to a shortage of labor talent, companies and government have come together to develop strategies to solve the problem. One of the strategies that have proved useful in solving this employer’s problem is the outsourcing of labor. EMEA organizations have adopted a new human resource policy to address the immense shortage of skilled laborers in the region.
In 2015, for instance, the proportion of employers who sought this strategy was as high as 38 %. In the previous years saw businesses rely heavily on this approach with 42 % in 2014 and 44 % in 2013. Another strategy that has been put into effect by most employers in the change in the working models. Companies in the Asia-Pacific region have developed models to fit their talent requirements, which have helped reduce talent shortages in the organizations. Additionally, employers in the region have begun the training and development of the existing staff in a bid to develop individual talent. Lastly, a section of the employers as indicated in the report has sought to improve employees. Lastly, a section of the employers as indicated in the report has sought to improve employees’ remuneration and benefits packages. In so doing, the organizations hope to encourage more people to join the skilled labor market.
(2A)
The current picture of the labor market in Africa shows some little improvement over the last five years. Poor security, undeveloped infrastructure, and political instability, however, remain as the stabling blocks to economic development and thus reduction of unemployment. For instance, in the Northern African region, tourism, a major revenue earner has been threatened by inadequate security. Other threats to the reduction of unemployment include the Ebola epidemics in western Africa . On the contrary, mot economies have developed; the expansion of the job market has helped reduce unemployment.
(2B)
A survey of the current job market and employment status in the Arab states reveals that unemployment is bound to go a notch higher due to small contraction of most economies in the region. A decline in oil exports in 2015 is expected to see some economies such as Saudi Arabia contract. In other parts such as Iraq, Yemen, and Lebanon, employment is likely to improve in 2016 (by 1.6 %). A bigger improvement, however, is projected to be affected by war and political instability in these countries. Another trend is the constant mismatch of education and the skills required by employers. Lebanon is the hardest hit country by this problem. Lastly, it is reported that a major part (63.9 %) of the capable working population remains out of the job market in the GCC countries.
(2C)
The Asia Pacific region that is heavily reliant on the booming Chinese economy have recorded a significant decline in economic growth due to the economic slowdown currently experienced in China. Worldwide agencies on environmental conservation and the safety of products have continued to be the main reason for the decline in the demand for products from the China. This has caused a significant increase in unemployment as many industries have been forced to slow their production. The governments of countries in the region have sought to address the issue by introducing programs to reduce poverty, encourage education for all genders and manage disasters, which are problems affecting the development of the economy and thus the availability of employment opportunities.
(3A)
The term global talent management refers to the global effort by companies to anticipate their future needs and develop strategies to fulfill their future human resource requirements. Talent management is a scientific field in HRM that involve the anticipation of the future HR needs of a company to match the future objectives of the company. This is an important function of human management as it ensures continuity of organizations in the volatile business environments.
(3B)
The ILO posits that the Asia Pacific enjoys a vibrant economic development, but there is a negative perception concerning the number of working children, which is against the global labor laws. Approximately more than 122 children between the age of 5 and 14 years are feared to have been compelled to work, which is basically found on the harsh living conditions and the need for survival. As a result, the majority of the working and non-working children are deprived their opportunity to education. There have been various efforts aimed at reducing child labor in the region, but the social problem persists. According to research conducted by the ILO, most of the children have been found to work in factories, such as seafood processing, mining and quarrying, garment and footwear and domestic labor among others. The exposure has made numerous children to other vulnerabilities that have resulted in exploitation such as sexual abuse and human trafficking. For this reason, child labor should be banned because it has only resulted in destitute children and adults in the society who cannot aid their families to roll out of the poverty trap. The ILO has also posited that child labor hinders children from attending school, which denies the children a fundamental right to enhance their lives. For this reason, child labor should be banned under all circumstances to offer children an opportunity to advance their lives.
(3C)
Whereas global talent management (GTM) refers to the efforts by multinational to balance the HR needs of their companies due to the ongoing shortage of new talent, HRM relates to the process undertaken in an organization to select, recruit, and manage corporate employees to perform set duties. As such, GTM is a broader effort and a wider human resource goal as companies seek to bridge the gap between their needs and the acute shortage of skilled workers. Another significant difference between GTM and HRM lies in the activities conducted in each field. While it comes to GTM, the international human resource managers seek to address talent shortages or surpluses, the location of talent as well as the development of motivational policies to increase the number of skilled workers. HRM activities, on the other hand, are conducted within an organization. The activities are relatively less complicated due to this factor. Organizational HRM departments only undertake recruitment, staffing, and staff development on the scale of an organization. As such, the time taken to achieve HRM goals is shorter than that taken to realize GTM objectives.