Contact Us
Sign In / Sign Up for FREE
Go to advanced search...

HRM - Essay Example

Comments (0) Cite this document
A Critical Analysis on ‘Jaguar tells managers relocate to China or risk promotion’ Date Table of Contents Case Background 2 Three Important HR Issues 2 1.International Employees Resourcing 3 2.Resistance 5 3.Managing Cultural Diversity in Multinational Organisations 7 Recommendations to HR Professionals 9 Conclusion 10 Reference List 10 Case Background The article entitled ‘Jaguar tells managers relocate to China or risk promotion’, written by Peacock and published in The Telegraph on November 16, 2010 presents a contemporary human resources management (HRM) issue confounding global organizations…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER98.4% of users find it useful
Read Text Preview

Extract of sample "HRM"

Download file to see previous pages As a decision strategy, Thurlby was reported to indicate that “those who refused had less chance of being shortlisted for a future top job at the company” (Peacock, 2010, par. 1). In this regard, the essay aims to address the following objectives, to wit: (1) to identify three important HR issues that are raised by this scenario (from the article); (2) to review and summarize the most pertinent research evidence and contemporary thinking relating to these issues; and (3) to set out clear and concise research-based advice to HR professionals who face similar situations. Specifically, the above mentioned objectives would be tackled using the topics on international employees resourcing, resistance and managing cultural diversity in multinational organizations. Three Important HR Issues The article written by Peacock (2010) proffered three contemporary and critical issues that face global organizations: international employees resourcing, resistance and managing cultural diversity in multinational organizations. These issues would be discussed in greater detail, as follows: 1. International Employees Resourcing The distinct characteristics of an international manager, known as an expatriate manager has been noted by Schneder and Barsoux (2003) as “a new type of cosmopolitan, multilingual, multifaceted executive who is operational across national borders (somewhat like James Bond)” (Schneider and Barsoux, 2003, p. 185). The plight and challenges experienced by expatriates are closely evaluated by Pires, Stanton & Ostenfeld (2006) in their discourse that aimed to provide guidelines to improve the adjustments and effectiveness of expatriates’ movement to ethnically diverse environments. Jordan & Cartwright (1998) depicted the most apt key traits and competencies that organizations should be aware of in selecting expatriate managers. Further, expatriation was seen as a promoter of change and an interrupter of status quo (Glanz & van der Sluis, 2001) that options need to be determined by organizations in terms of establishing a career plan to encourage the expatriate’s decision to move and determining options for the expatriates’ spouses. The Business Dictionary (2011) defines an expatriate as “a person who has citizenship in at least one country, but who is living in another country. Most expatriates only stay in the foreign country for a certain period of time, and plan to return to their home country eventually, although there are some who never return to their country of citizenship” (par. 1). In the case of Jaguar, the HR director specifically stated that the potential expatriate manager would be relocated to China on a three-year assignment. Concurrently, “those with partners, or children in schools, were often put off the upheaval of moving abroad” (Peacock, 2010, par. 2). The apprehension from the points of views of potential expatriate managers could be analyzed in terms of the potential problems identified as follows: (1) unprepared and ill-equipped to conform to the demands of a new environment; (2) failure ...Download file to see next pages Read More
Cite this document
  • APA
  • MLA
(“HRM Essay Example | Topics and Well Written Essays - 2250 words - 2”, n.d.)
Retrieved from
(HRM Essay Example | Topics and Well Written Essays - 2250 Words - 2)
“HRM Essay Example | Topics and Well Written Essays - 2250 Words - 2”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document


The Impact of Globalization on National HRM Systems

Two countries that demonstrate HRM practices that are at polar ends of the spectrum are Japan and the United States; however while globalization has produced some diffusion in practices, national systems remain substantially unchanged.

The phenomenon of globalization is inter-connectedness among the various nations of the world on the basis of economic ties. According to Thomas Friedman, globalization is the “inexorable integration of markets, nation-states, and technologies…..the spread of free-market capitalism to virtually every country in the world.” (Friedman, 2000, p 7-8). Mittelman also refers to globalization as a historical transformation - “a political response to the expansion of mark...
9 Pages (2250 words) Report

Comparing HRM Practice in Current Organisations to an Ideal Type

...of Human Resource Management n.d.). This intentional focus on the employees and employers is part of what is called the social welfare movement that spread during the 19th century but the concept of HRM developed around the early 1900s from corporate paternalism (An Introduction to Human Resource Management 2002). From them on, rules, procedures, methods and system in managing the human resources were being developed. However, in the late 20th century, difficulties and issues arise. They said managements spent most of the time fixing minor problems than the major ones that are concerning the employees, western businesses were also falling behind from the Japanese, and employment contracts were not constant. Due to...
8 Pages (2000 words) Coursework

To What Extent Can HRM Add Value to an Organization

The human resource management supports the companies in devising a comprehensive strategic plan by setting specific goals and focusing on their resources, strengths, weaknesses, opportunities, and threats. It is on the basis of these plans the management recruits, hires, trains and motivates the members of the staff in order to work on the same lines as described by the management. Management is, scholars opine, far more imperative in comparison with marketing, finance, advertising, and sales, because it has a direct connection with the personnel responsible for the good name and fame of an organization. The Human Resources Management function includes a variety of activities, and key among them is deciding what staffing needs you...
8 Pages (2000 words) Term Paper

Strategic HRM for Create Competitive Advantage

Because HR plays a role in the overall success of a business, many well-run companies have realized the importance of HR plays in order for a company to succeed in the market place. With the increasing sophistication of both consumers and competitors, companies are forced to become more efficient and competitive in their operations. This situation forces a lot of companies to manage their resources well—financial, information, and human resources.

According to Gary Dessler, in his book Human Resources Management, he defines HRM as “the policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewardi...
12 Pages (3000 words) Term Paper

The Issues of HRM Consultancy of Carisma

The first and foremost task of creating a winning team is to lay a strong foundation that has a framework that is common to all the members of the team since different members of a team have different aims or goals. A team has to go through four phases before it can become a cohesive whole. These phases are forming, storming, norming and performing, and it is through a proper progression through these stages, that the team will be able to achieve its goals. Then the team has to find its “pulse” which shows how well their decisions and interactions are working. (Hronek, Ginny, n. d)

When the team has been created, it needs to be injected or infused with team spirit. First and foremost make it clear that teamw...
8 Pages (2000 words) Assignment

Cross-Cultural Issues Affecting HRM Strategies

...Cross-cultural issues affecting HRM strategies: Comparison between Europe and Saudi Arabia BY YOU YOUR ACADEMIC ORGANISATION HERE HERE DATE HERE Cross-cultural issues affecting HRM strategies: Comparison between Saudi Arabia and Europe Introduction Certain cross-cultural issues, such as how social groups view other social groups, can impact how human resources efforts are coordinated. Gender role expectations can also impact foreign HR models which should be used to make the business more efficient and close to local values and beliefs. There is evidence that workers in Saudi Arabia are much different than their European colleagues in terms of social values and work ethic, but in some ways also similar. These two countries... issues...
7 Pages (1750 words) Case Study

The Rise of HRM in the Last Two Decades of the Twentieth Century

...been taken, this evolution is important “For some, particularly those whose focus of interest is on the management of collective relationships at work. A particular theme in their work is the contention that personnel management is essentially workforce centered, while HRM is resource centered” (Torrington et al, 2008). What this means is that whereas earlier approaches to people management like personnel management were employee focused and concentrated on the needs of the employees, HRM, in contrast, is the practice that is solely concerned with satisfying the needs of the management. The focus of this paper would be on examining this dichotomy between traditional personnel management and the newer...
8 Pages (2000 words) Essay

HRM Management within Small and Big Business

... strategies that small business can effect to enhance their human resources functions. These are employing lawful service practices, improving employee satisfaction, constructing fair and equitable compensation strategies, developing reliable evaluative systems, designing effective training & development programs HRM strategies in larger firms are more formal and complex than in the relatively smaller SMEs who are less constrained by factors of diverse backgrounds, cultures, legal and regional spread (Oikarinen et al. 2007). Small business failure is mostly attributed to poor managerial practices particularly in regards to financial management but also due to inadequate recruitment and HRM practices lacking professional and tactical acumen...
13 Pages (3250 words) Case Study

Strategic HRM Approach

...on multiple issues related to human resource management. First, they explored which factors lead an organization to adopt a strategic approach to HRM as well as the consequent formulation of this strategy. This also raises the question of which firms will be more likely to adopt a strategic approach than others are. For instance, do such firms have a specific set of external and internal characteristics and conditions? Secondly, the experts looked into the policies and practices that are characteristic of distinctive HR strategies. Is it reasonable to assume that there can exist, different sets of HR policies with the different models of HRM? Finally, an important issue that they have explored at length...
7 Pages (1750 words) Case Study

Strengths and Weaknesses of Best Practice Models for HRM Strategy

... capabilities as well as streamlining the structure of the business. Main obstacles hindering delivery of strategic HRM Technology and changes proliferation have increased importance of strategic human resources in the modern world. Most of the greatest obstacles arise from this angle to the core strategic functions (Brandenburg 2006, p. 89). The primary challenge hindering delivery of strategic HRM is lack of the appropriate talents. Finding and retaining the talent is quite challenging. Also, technology and globalization are a significant contribution to the obstacles experienced by the strategic HRM (Ulrich (1997). Despite the availability of capital exceeding availability of the vacant positions, the talent availability remains scarce...
12 Pages (3000 words) Coursework
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic HRM for FREE!

Contact Us