Globalization symbolizes the structural making of the world characterized by the free flow of
technology and human resources across national boundaries presenting an ever-changing
and competitive business environment. A vital aspect of globalization is the way diverse
challenges are being faced by nations in an increasingly inter dependent world. No country
can meaningfully progress today without efficiently responding to demands and pressures
generated by international organizations and processes. World Trade Organization (WTO)
for instance is bound to lead in a whole new system of trading relations. This article is an
attempt to address two limitations. First the human factor is the key in the new era of
globalization, a primary objective of this article is to present a conceptual framework for
effective management of human resources as a response to the growing interaction of
globalization and business performance. That in order to manage employees for competitive
edge in a period of globalization. And the second limitation of article will focus on how
training is important for fulfilling strategic goals and especially during times of technological
growth and development in the modern world of ever changing information and innovation in
order to meet the challenges of globalization.
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internationalization of economic markets as reflected, for example, in trade and financial
capital flows. The primary objective of this article is to present a conceptual framework for
strategic management of human resources as a response to the growing interaction of
globalization and business performance. The rapid integration of the world economy through
increased trade and investment, which has been fueled by new technologies, the spread of
information and the growing importance of knowledge-based industries, provides the
potential for opening up new avenues for human development.
Three central arguments made in this article are:
1. That a great deal of evidence has accrued to suggest that changes taking place in the global
business environment often are not accompanied by complementary changes in human
resource management practices leading to a situation whereby the failure of some firms is due
to the mismanagement of people rather than to problems with technical systems.
2. This is because organizations have achieved relatively low levels of effectiveness in
implementing Strategic Human Resource Management practices.
3.That in order to manage employees for competitive edge in a period of globalization, human
resource personnel must possess competencies relevant for effective implementation of such
strategic HRM policies and training
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