The reason why COVD-19 implications are particularly focused on tourism, although one might be interested in globalization, is because of the inevitable interconnectedness of these concepts in the modern world. COVID-19 has imposed a restriction of social interactions on a global scale to minimize the contamination with the virus. Due to such restrictions, all means of transportation that are inherently related to tourism have been paralyzed. On the other hand, the trend of globalization, both social and economic, was triggered by the advancement in transportation means that enabled people’s greater mobility opportunities. In such a manner, the three concepts are closely interconnected and should be considered within the same perspective.
Research suggests that globalization as a process of incorporating different parts of the world into one global community by means of improved transportation and communication has a direct positive impact on tourism. According to Fang et al. (2021), “the decline of communication and transportation costs as well as an increase in internet users and international airports, the tourism sector has gradually flourished” (p. 1671). The more affordable tourism is, the more the globalization process evolves. In this regard, the impact of COVID-19 has a disruptive impact on tourism, thus leading to diminished opportunities for globalization.
Thus, as the discussion of the issue demonstrates, the modern globalizing world functions as a single unit, the connection between the parts of which is established by means of tourism. The problems in economic and social spheres due to the COVID-19 pandemic blocked the functioning of the traveling industry. As a result, the conventional processes in business, politics, and other domains of globalized life have been adversely impacted, which only justifies the interdependence between the reviewed concepts.
Globalization is inherently related to human resource management since talent is attracted to companies without geographic boundaries. It is an issue that implies the dependence of human resource management on the growing changes in the workforce under the influence of globalization. In particular, talent management, recruitment, and human resource development require companies to seek employees abroad to search the global pool of potential workforce.
From the perspective of workers, globalization allows people to travel for work and even migrate in search of better employment opportunities. Indeed, according to Lina (2018), the global workforce stands for “the international labor pool of workers, including those employed by multinational companies, immigrant workers, transient migrant workers, telecommuting workers” (p. 55). Thus, individuals willingly seek employment without borders to obtain the best job offer.
On the other hand, the employers’ perspective implies a search for the best talent around the globe to ensure a competitive advantage over rivals. Human resource managers adopt new strategies and methods of hiring to meet the demands of diverse contemporary organizations (Lina, 2018). Indeed, with the diversification of societies, companies must be representative of the communities they serve. Therefore, it is essential to employ not only the best talents but also the most diverse workforce. Moreover, the integration of technologies in everyday life and the work setting allows for more employment opportunities to benefit both employers and employees (Lina, 2018). Remote jobs and digitalized professions allow for hiring professionals from around the world, thus integrating diversity and globalization into the work environment. In summation, human resource management is shaped by such globalization implications as diversity, performance excellence, and global competition.
References
Fang, J., Gozgor, G., Paramati, S. R., & Wu, W. (2021). The impact of tourism growth on income inequality: Evidence from developing and developed economies. Tourism Economics, 27(8), 1669-1691.
Lina, M. A. (2018). Impact of globalization on human resource management. Global Disclosure of Economics and Business, 7(2), 51-62.