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Equitable implication of HR policies and integrate the company wide thinking.

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HR policies of MNCs and associated issues

The human resource policies enable the managers from the different cultures and functions to work collaboratively, with more effectiveness. Various multinational companies are there, which emphasis on company-wide thinking through the implementation of human resource policies equitably. However, employee biases, inequality of rights, biased performance evaluation, employment laws, create barriers in the equitable implication of HR policies and integrate the company wide thinking (Paichadze et al. 2016).

The Harvard Business Review states that as per institutional logic, the companies are more of an instrument for profit generation; they are the key driver of achieving the social purposes and ensuring the meaningful livelihood for the people who work for the organisation (hbr.org, 2011). The study conducted by Shetty (2016) has found that training is a crucial HR policy of the multinational company Microsoft, which enables the company to promote integrity within the organisation and enhance the capability of company-wide thinking. The company conducts the training program named as Leap Engineer Acceleration Program which supports the personal and technical skill development of the employees. As per the HR policies of the company, each of the engineers working for the company along with the employees of other departments have the right to training for their personal and professional development. The HR policy eliminates the discrimination between the employees concerning their designation and promotes collaboration to enhance company-wide thinking. To promote the equality among the employees for working, the organisation has promoted 'Bring Your Child To Work', where the working parents can bring their children to the workplace (Shetty2016). It allows the organisation to ensure the employees have equal right to work. When each of the employees avail equal right, it becomes easier to implement the policies equitably.

The multinational companies like Starbucks promotes inter organisational communication (Tikson, 2018). The company endeavours to integrate the employees and the management team with effective communication. The study conducted by Tikson, (2018) depicts in Starbucks, there is open communication between all the staffs and there is no such limitation to sharing opinions. Communication is one of the aspects of work culture of Starbucks and the effective means of supervising the workplace efficiency. To ensure the HR policies are clear to the employees, the organisation conducts open discussions. The supervisors are accountable to understand the big picture of the workplace. Through communication, the company ensures that the employees have equal access to opportunities and rights. The top level managers, middle and low level managers, and the employees regardless of any hierarchical designation, race, ethnicity partaken in the open communication. Through the strategy, the company avoids the barriers that disrupt implementation of HR policies equitably. The company holds an anti-discrimination policy which empowers every employee to have equal access to opportunities regardless of any race, culture, gender, ethnicity or geography (Bonaparte2020).As suggested by Razmerita, Kirchner, and Nielsen, (2016)communication is inevitable in knowledge sharing. The communication strategy of Starbucks does not only ensures effective implementation of HR polices, but also promotes knowledge sharing and companywide thinking. Diversity is one of the HR policies implemented by numerous multinational companies like Starbucks, Walmart and IBM. The aforementioned HR policy enables the MNCs to promote the work environment which is inclusive of all people with different capabilities, differences, strengths and background. Thereby, the biases regarding the human resource is depleted and every employee of the companies avail benefits from the human resources policies.

Amongst the various human resource policies, IBM's Academic Learning Assistance Program is a noteworthy policy, which promotes the educational development of the employees (Shetty2016). With the external educational facilities under the specific policy, the employees can develop their skills, efficiencies and thinking, which is effective for the organisational thinking. The HR policies of Nestle, namely Total Rewards Policy, Expatriation Policy, Employee Retention Policy and Nestle on the Move are eminent (Nestle, 2020). The company avoids the issues associated to biased performance evaluation by implementing the Progress and Development Guide,Performance Evaluation process, and the 360° assessments (Nestle, 2020). As per the expatriation policy, the employees are evaluated based on their behavioural standpoint, workplace performance, as well as their future potential. The MNC promotes the collaboration between the line managers and employees, to reduce biases in evaluation and ensure the performance management and expatriation policies are implemented maintain equality (Nestle, 2020). Flexible work environment is one of the human resource policies of Nestle, which ensures there is no difference between male and female workers and all the employees regardless of any gender avail the advantages of the human resource policies (Nestle, 2020). The P&G is a renowned multinational company, which has developed the policy of Flixi@work, which enables the employees to maintain the balance between personal need and company needs (Shetty2016). Coca cola, the famous multinational company has effective human resource policy for employee hiring and recruitment. As per the company's policy, the company recruits the candidates who have potentiality to work for the company (Shetty 2016). There are no such gender biases, or restrictions regarding ethnicity, race or cultural background. Workplace diversity is one of the policies of the company, which ensures each of the employees is equally treated. The company promotes employee-management communication to ensure the policies are implemented equitably within the organisation without any bias.

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