Abtrast

Under the mounting pressure of economic, globalization has increasingly happened deeper,
strategic human resources management is increasingly becoming the focus of attention of firms
around the world, especially in the multinational corporation. In the past there was evidence that
the link between globalization and SHRM has not been widely studied among with poor
management skills has led to the failure of some businesses in the international business
environment. Therefore, to enhance competitiveness in the globalized era, managers need to
focus on human resources and must have human resources integrated with the organization's
strategy. This article focuses on analyzing the impact of globalization on the strategic
management of human resources in organizations.
Introduction
Globalization is inevitable trend to expand the market and provide new resources for
organizations and countries, but it can simultaneously create problems in economics, human
resources, ... for the countries and organizations. Through the opening of the economy along
with the penetration of economies to external forces, the pressure of the need for increased
competitiveness is creasingly growing, resulting in the role of HR and SHRM have become more
urgent (Cam Ha , 2006). Organisations and institutions are increasingly realizing the importance
of employees in the success of the organization and have promoted the expansion of strategic
HRM (Husynski et al 2002). Employee engagement would be able to support managers to
overcome the challenges (Neha, 2011) and help the company grow in the right direction outlined.
The manager's role in coordinating activities in the different business areas is seen as the top
challenge of the current enterprise (Riox, Bernthal & Wellins, 2011) by multicultural, diverse
qualifications of the members in those places. The company is capable of sustainably managing
labor demand (World Economic Forum, 2010a) and exploit their capabilities in driven strategy
of the organization will achieve decisive competitive advantage. This essay is designed to help
CEOs recognize the need to integrate human resource strategy into business strategy to achieve
sustainable competitive advantage.
The first part of the essay will research on the degree of influence of globalization to SHRM in
firms. Secondly, we would like to discuss the significantly connection between the CEOs role in
HR and the degree of SHRM practiced in the company. The last part will mention some
opportunities and challenges of multinational firms SHRM in globalization and guide the CEO
some solutions in order to overcome the hurdless of the global influence in strategic human
resource management.
Literature review
Considering the degree of globalization in the organizations

The combination of two factors including ideological change and technological revolution has
shaped the currently global trend (Govindarajan and Gupta, 2001). Since national economies
become increasingly integrated through global trade, the economic growth of the countries
becomes increasingly dependent on the economy of its trade partners. The extraordinary growth
of the interdependence of the global economy as a consequence of the open door policy of the
national economy, thoes policies is reflected through the flow of economic, cultural, social.
International Journal of Business Studies 103 conclusion that. International Journal of Business
Studies 103 Conclusion m globalization can affect many objects with different sizes as country,
business, individual (Thoumrungroje and Tansuhaj, 2004; Govindarajan and Gupta, 2001;
Garrett, 2000). According to Asmussen, Pedersen, & Petersen, 2007, the International Business
(IB) has taken the interesting problem of the phenomenon of globalization, particularly the
quantification of globalization and levels of internationalization is represented by multinational
companies. In the globalized environment, opportunities for expanding businesses (Govindarajan
and Gupta, 2001) like expanding the freedom to trade, lower tariffs, stimultaneously led to the
influx of capital, technology and labor resources as well as the phenomenon of "brain drain".
Each company is being globally integrated at different rate(Govindarajan and Gupta, 2001) but
most of the changes of SHRM of the company are affected by globalization.
Before the flow of globalization has increasingly widespread, organisations are increasingly
realizing the importance of human competitiveness in the success of the organization, that has
propelled the expansion of Strategic HRM (Husynski et al 2002). SHRM is the integration of the
policy of human resource management with the business strategy of the company to achieve
sustainable business. According to Schuler et al 2005, SHRM (based on human resources) is
very difficult to imitate, is the basis for competitive advantage and contribute significantly to the
success of the organization in the global economy. From these analyze, we can relize that there is

a positive relationship between the degree of globalization and the degree of SHRM in company
(hinh H1-N1). This relationship has two dimensions, not only the corporate globalization
affecting SHRM through the business objectives but also the company responds as opposed to
the strategies to remain success, leading to influence the degree of globalization in the company.