Critical Evaluation of the Three Approaches to International Human Resource Management - Essay Example

Comments (0) Cite this document
Summary
The researcher of this following discussion will intend to provide an insight towards the three approaches to International Human Resource Management (IHRM) that is the cross cultural approach, comparative approach and functional approach…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.8% of users find it useful
Critical Evaluation of the Three Approaches to International Human Resource Management
Read TextPreview

Extract of sample "Critical Evaluation of the Three Approaches to International Human Resource Management"

Download file to see previous pages This research will begin with the statement that businesses are no more restricted by boundaries. Most of the large companies of the world have been witnessed to carry out an important part of their business functions presently outside the boundaries of their respective countries of source. There are various organisations attempting to make their presence powerful and prominent in other countries, especially overseas. The success or the failure of such organisations largely depends on their human resources and their management. Human resources are considered to be an integral and crucial part of an organisation. The success of an organisation depends on the management of its resources related to production but it is greatly reliant on the way it manages its workforce or human resources. Proper management of the human resources would facilitate in triggering and delivering the actions desired by the organisation. These desired actions contribute significantly towards the success of the organizations. Cross-cultural approach refers to the assessment or rather the evaluation of the behaviour related to the human resources in a particular organisation. The carrying out of businesses is progressively growing to be further global by expanding in various countries and so it has become an indispensable part to manage the human resources in this global perspective. It becomes quite necessary to manage and to control the human resources of the other countries and this is where International Human Resource Management comes into play....
It becomes quite necessary to manage and to control the human resources of the other countries and this is where International Human Resource Management comes into play (Schuler & et. al., 2002). Human Resource Management (HRM) and International Human Resource Management (IHRM) differ in two vital areas. HRM does not need to deal with the complications of functioning in various countries involving different cultures like IHRM. Secondly, HRM in the domestic context is engaged with workforce that falls under the national boundary whereas IHRM requires to handle and to manage the workforces of three national groups, that is firstly, the home country where the headquarter is situated, secondly the country where any subsidiary would be situated and thirdly the other countries which cater to the finance, labour or research as well development (Pattberg, 2006). It was stated by Taylor & et. al. (1996) that IHRM was treated as a structure of the Multinational Enterprises (MNEs) which comprises certain diverse behaviours, procedures and operations that are carried out with the intention of drawing, sustaining and building up of a workforce or rather human resources in the MNEs. Schuler and Tarique (2007) stated IHRM to be the effectual way of controlling and handling the human resources in the international markets. This is done for the MNEs in order to obtain a chief basis of competitive advantage along with attaining international success. It was suggested by Milliman & et. al. (1991) that IHRM needs to be put into practice with a professional approach of ‘flexible and fit’ in order to make certain of the suitable harmonisation and management among the companies and its respective ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Critical Evaluation of the Three Approaches to International Human Essay”, n.d.)
Retrieved from https://studentshare.org/human-resources/1396386-contemporary-issues-in-international-hr
(Critical Evaluation of the Three Approaches to International Human Essay)
https://studentshare.org/human-resources/1396386-contemporary-issues-in-international-hr.
“Critical Evaluation of the Three Approaches to International Human Essay”, n.d. https://studentshare.org/human-resources/1396386-contemporary-issues-in-international-hr.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Critical Evaluation of the Three Approaches to International Human Resource Management

International Human Resource Management

...and handling the human resources in the international markets. This is done for the MNEs so as to obtain a chief basis of competitive advantage along with attaining international success. It was suggested by Milliman et al. (1991) that IHRM needs to be put into practice with a professional approach of ‘flexible and fit’ in order to make certain of the suitable harmonisation and management among the enterprise and its international subsidiaries with regard to the cross-cultural as well as cross-national environment. The notion of ‘flexible and fit’ was regarded to be functional for the purpose of building a global...
12 Pages(3000 words)Essay

International human resource management

...? International Human Resource Management Introduction People are integral parts in any organization. Organizations cannot operate without their human resources. In the contemporary, complex competitive world, the choice of the most appropriate individual for a position has far reaching connotations in the organization’s functioning. Employees well selected would not only contribute to the efficient operation of the company but also offer momentous latent for future replacement. Hiring is an essential aspect of human resource planning which assists in the determination of the number and kind of...
10 Pages(2500 words)Assignment

International Human Resource Management

...of the very near future. All current trends point towards it. Works Cited Alexander, D. Principles of Emergency planning and Management. Harpended: Terra Publishing, 2002. Armstrong, Michael. A Handbook of Human Resource Management Practice (10th ed.). London: Kogan, 2006. Bankoff, G., Frerks,G. & Hilhorst , D. (eds.) Mapping Vulnerability: Disasters, Development and People. 2003. Beardwell, J. & Claydon, T. Human Resource Management A Contemporary Approach. New York: Prentice Hall, 2010. Bollinger, D. ‘The four cornerstones and three pillars in the “House of Russia”...
12 Pages(3000 words)Essay

International Human Resource Management

..., behaviors, organizational management, working relations and evening systems of operations (Pettigrew, 1979). Like external and internal environments, culture is undergoing continual change. HR policies and procedures therefore must be adjusted to cope with this change. Human Resource Management and Diversity Armstrong (2006) explained that human resource relate to management’s system where workers perform tasks to contribute to the achievement of corporation’s goals by employing persons, enhancing their skills, maximizing their capacities in exchange for just compensation for services rendered....
13 Pages(3250 words)Essay

Critical Approaches to Human Resource Management

...?Critical Approaches to Human Resource Management: A Study Report on Levels of Employee Engagement Introduction Most recent research reveals that 28%and 42% of the US workforce is either actively disengaged or under engaged respectively at their places of work (Woods and West, 2010). Since the beginning of 2007, Woods and West (2010) reveal that the country’s record of 8% workers who are fully engaged is the lowest ever over the past five years. An additional finding of these researches is the recent shift in the main influencers and drivers of employee engagement which marks an elemental variation in the way workers perceive their careers or working...
12 Pages(3000 words)Essay

International Human Resource Management

...? International Human Resource Management Question Introduction Purpose of the report The purpose of the current report is to evaluate the criticalfactors that differentiate domestic human resource policies and international policies. Even though they show some strong similarities, the present report will analyze various cases and examples to highlight how the minute and critical differences have influential impact on the overall decision making process. Brief overview of the topic area Domestic human resource policies apply to those laws and regulation...
12 Pages(3000 words)Essay

International Human Resource Management

.... Multinational companies therefore must have a different approach as far as human resource management is concerned. The most striking feature of international human resource management is the incorporation of two key ideas in the department. On one hand coordination of human resource management policies in all the subsidiary branches is ensured to bring harmony in operations. On the other hand, there must be some element of flexibility in order to accommodate policy differences that arise from business and cultural variations (Sims,...
16 Pages(4000 words)Essay

Critical Approaches to Human Resource Management

...You are a HRM manager in a manufacturing firm faced with declining sales. Your CEO’s response is to say “we must cut all expenditure on training”. Write a report for her outlining the advantages and disadvantages of following this Introduction  How to retain human resource? Is It through Training and Development? In order to retain the position and ranking of an organization in the market, it is extremely essential to attract and retain the best and experienced employees or human resources within it. This is because human resource acts as the master key of an organization in this age. It is the human...
12 Pages(3000 words)Essay

International human resource management

...). Developing an Effective Repatriation Strategy for MNC: A Model and Tools for International Human Resource Management . Journal of Comparative International Management , 6-7. Jassawalla, A., Connelly, T., & Slojkowski, L. (2004). ISSUES OF EFFECTIVE REPATRIATION: A MODEL AND MANAGERIAL IMPLICATIONS. Sam Advance Management journal , 69, 38-40. Linehan, M., and Scullion, H. (2002). The repatriation of female internationsl managers an empirical study. International Journal of manpower , 23(7), 649-653. MacDonald, S., and Arthur, N. (2004). Connecting career management to...
12 Pages(3000 words)Assignment

International Human Resource Management

...from empirical illustrations of Multinational corporations (MNCs) to explore the cultural implications for multinational corporations of different approaches to employee voice. HRM is not independent of environmental and various other factors within the enterprise; HRM policy and practices are determined by both internal and external factors yet the rising complexity of business operations inevitably complicates external business environments and HRM practices subsequently (Sylwia 2013, p.1147). One of the factors is culture, which refers to the learnt patterns of shared ideas and beliefs among certain groups of people, and is considered to be both a fundamental internal and external...
8 Pages(2000 words)Assignment
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 Critical Evaluation of the Three Approaches to International Human Resource Management for FREE!

Contact Us