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 relative relationship between the degree
of globalisation and the degree of SHRM in the company
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.
The role of CEO in HRM
1. File toi 30.4: pdf CEOs role, N1
If the company is a powerhouse, the CEO acts as the operator, maintenance and upgrades to
this machine that always operates with the highest capacity index, it has large influential part
to play in the firm. In 2004, Drucker said that the CEO is a connection between the internal
factors and external factors, so CEO is person who has competent higher than the rest, they
can make tough decisions that no one else has competent. Stimultaneously, they are also the
only person who must be responsible for the performance as well as results in operations of
the business. The way that the CEOs analyze, explain their business environment is more
important than how they understand their environment (Sutcliffe and Weber (2003). To face
the constant changes of the market, CEOs need to sort the order of priority for business goals,
devise strategies based on a deep understanding of customers, put customers on first and
encouraging employees to think like an boss (concern to employeesneed and evoke their
abilities). According to Gerstner Jr., 2002, being the most powerful decision-maker in the
company through the transfer of perception about their business environment into strategies

that is applied in practice. To accomplish the business objectives of the company, the CEO
focused on investment in human capital because HR provides a source of sustainable
competitive advantage for companies (Lepak v Snell, 1998; Lepak, Bartol v Erhardt, 2005)
that the rivals are quite difficult to copy. Therefore, the CEOs have to find the strengths of
staff and is able to align the employees to the desired strategic outcomes for the organization.
The perceptions and supports are given by CEOs shows that CEOs play a important role in
HR.