International and Comparative HRM - Essay Example

Comments (0) Cite this document
Impacts of Globalisation on National Human Resource System Introduction Globalization is the growth of a business entity into the international market in both its operations, economy of scales and the market share it controls. The extension of the markets for a local business into a foreign environment and the establishment of new units of operation make up the concept of globalisation (Ashton, 2006)…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92% of users find it useful
International and Comparative HRM
Read TextPreview

Extract of sample "International and Comparative HRM"

Download file to see previous pages HRM is a discipline that deals with the recruitment, management, training and promotion functions of people in an organisation. The expansion of operations for a business into the global sphere presents a number of issues that have to be adequately addressed by a business for it to succeed. Multinational organizations continue to handle challenging situations on their human resource management approaches as it varies significantly from the domestic market (Friedman, 2007). Globalisation and Human Resource Management Today, most organizations that are operating in the international and global markets have more employees on their foreign subsidiaries than at home (Poor, 2004). This calls for a change in approach used in the management of the people for the organization to grow and develop its people. This paper gives a detailed analysis of the implications that globalization and the advancement in the international has had on human resource management. The new trends and emerging management practices that have been adopted because of globalisations will also be critically analysed and their potency evaluated. A number of factors have been attributed to the growing globalisation and the need for a larger scale of operation. With raging unemployment and financial crisis, the developed world has been faced with an acute shortage of qualified personnel. This has been attributed to the large number of retirees with fewer graduates into the job market. The emerging economies also provide a better source of low cost labour. This makes it cheaper for international organisations to recruit employees from developing economies (Ibrahim, 2004). The international market is currently characterised by an expanding pool of talented individuals who are more mobile and willing to take up jobs in various parts of the globe. The diverse trainings and educational curriculums of the diverse countries make the nature of training and exposure diverse. As a result, management graduates from the United States and those from the United Kingdom may have different approaches to the same management problem. Such scenarios present a number of challenges to international human resource managers who operate in different parts of the globe (Poor, 2004). Organisations, which decide to adopt polycentric approach in international human resource management practise, also have a number of changes that they must make to their policies. Polycentric approach involves the use of the locals from where the subsidiary is located in the management and operation of the unit as highlighted in the works of Howard Perrlmutter, a scholar in internationalization of multinationals corporations (Schuler et al, 2002). Such individuals are thus well trained and made to understand and integrate the organisational culture of the business into their business practises. Polycentric approach in international human resource management has been applauded as the best practise as it is far much cheaper to maintain and operate as compared to the use of expatriates (Kayode, 2012). However, polycentric approach also significantly affects the practises of the human resource managers. This is because the organisation has to come up with terms of engagement and remuneration according to an organisation’ ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“International and Comparative HRM Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
Retrieved from
(International and Comparative HRM Essay Example | Topics and Well Written Essays - 3000 Words)
“International and Comparative HRM Essay Example | Topics and Well Written Essays - 3000 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF International and Comparative HRM

International HRM

...? International HRM International HRM It is a great idea to offer HRM consulting services to private-sector employers located in England and France. It will diversify the operations of the organization and will open up new opportunities for growth and development. By all means the organization must go ahead with this initiative as companies all over the world are looking for HR consulting organizations to assist them with managing global workforce. Global cultural competencies will definitely grow and this is a great opportunity to stay ahead of the competition. At the same time there are various issues that need to be considered for this initiative to be...
3 Pages(750 words)Term Paper

International HRM

... and health - Little hassles vs. major life events. Australian Psychologist, 28(3): 201-208. Sappinen, J . (1993) `Expatriate Adjustment on Foreign Assignment', European Business Review, 93(5) : 3-11 . Scullion, H . (1999) `International HRM in Medium-Sized MNEs : Evidence from Ireland' . In Brewster, C . and Harris, H . (eds) International HRM : Contemporary Issues in Europe . London: Routledge, pp . 48-63. Selmer, J. (2002). Practice makes perfect? International experience and expatriate adjustment. Management International Review, 42, 71-87. Tung, R. (1982) `Selection and Training Procedures of U.S ., European, and Japanese Multinationals', California International Review, 25 : 57-71 .... a consistent and substantial growth in the number...
10 Pages(2500 words)Essay

Management International and Comparative HRM

...? Management International and Comparative HRM Table of Contents Management International and Comparative HRM Introduction 3 Globalization 3 Strongand weak globalization and influence of MNC’s in national laws 3 Importance of international and comparative context of HRM 5 Objectives of paper 7 Main body 8 Convergence and divergence issues in IHRM 8 National culture: a brief overview 9 Significance of cultural dimension 10 Implications of national cultural and institutional differences on MNC’s 12 Varieties of capitalism 13 Conclusion 15 References 17 Bibliography 19 Introduction Globalization Globalization is the intensification of social relations worldwide which links the localities at distant places in such a way that events... play an...
14 Pages(3500 words)Essay

International HRM

...and horizontal problem-solving and decision-making. Therefore, there would be advantages for the UK manager that is attempting to facilitate more effective work processes and outcomes to take a hard approach to people management. Armstrong (2007) describes the hard HRM approach as an HR strategy that ensures more effective worker controls by exploiting human capital as a means to achieve competitive advantages and more productive work processes. Under this approach, human capital is considered much like tangible resources, which are coordinated and allocated with emphasis on statistical synchronisation of worker activities with strategic business strategy (Armstrong 2003). UK human resource managers are generally...
11 Pages(2750 words)Essay

International and Comparative HRM

...presents a critical problem within decision-making organization of multinational corporations especially as regards the human resource. Figure 1: Factors affecting HRM in international markets Source: Author January, 2011. (Anyim, Ikemefuna and Mbah, 2011, 4) Other strategic challenges that the human resource managements within multinational corporations face are the management of change, effectiveness measurement and leadership development. This is especially so during this era of globalization (Anon, 1995, 22-23). Change is always inevitable in the operations of an organizing and as such is a common phenomenon within the operations of multinationals. It mostly affects the human resource department and...
14 Pages(3500 words)Essay

Business Environment and Strategic Managment

15 Pages(3750 words)Essay

Comparative & International HRM consolidate its production and cost reduction stage this would facilitate smooth implementation of its future plans. Comparative and International Human Resource Introduction Strategic human resource management (SHRM) involves linking the human resource functions with the strategic goals of the organisation. Human resource managers need to maintain good relationships within the organisation so as to improve performance and maintain talented employees. How BMW Enhanced Organizational Performance Through the Implementation of Human Resource Systems and Practices BMW used what is known as Continuous Improvement (CI) strategy to enhance organisational performance. CI emphasise the importance of...
6 Pages(1500 words)Essay

International and Comparative HRM in Asia

...International and Comparative HRM Introduction The following research paper is related to evaluate the Human Resource Management practices in the region of Asia. It would help in understanding the concepts of domestic and international Human Resource Management, the difference between both kinds of human resource management, and would also describe the importance of a parent company Human Resource Manager, who completely understands the cultural and political landscape of a host country. Understanding Human Resource Management (Hall, Goodale; 1986, p8) Human resource management is the set of procedures that is being used in the company by the upper management for the...
5 Pages(1250 words)Essay


... may not be appropriate because costs in home country are quite high. This would require modification, majorly, in terms of production costs, supplier costs, compensation and pay models, and operation and maintenance costs. Firstly, Helen would require a staffing plan as per international HRM norms and organisational stage. At international level, oorganisations recruit employees based on organisational life cycle (Dowling, Festing & Engle, 2008). Milliman et al (1991) suggest that staffing usually depends upon stages of organisational initiation, functional growth, controlled growth, and strategic integration. Third country nationals are recruited during strategic integration of business or formulation of larger plans related... &...
10 Pages(2500 words)Essay

International and comparative HRM

...International and Comparative HRM Introduction In today’s highly complex and dynamic global business environment, multinational organisations have experienced an increasing workforce diversity, which further aggravates the dilemmas of human resource management (Sparrow & Hilltop 1997, p.201). MNCs often have trouble in managing their diverse workforces because they operate within different contextual factors unique to the different cultural backgrounds in different countries. Transfer of best HR practices to host countries is often problematic due to the varying environmental factors between host countries and countries of origin (Tungli & Peiperl 2009, p.153). As argued by Edwards et al....
12 Pages(3000 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 International and Comparative HRM for FREE!

Contact Us