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Case study Report - Essay Example

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Internationalization and globalization are central components in specialized services and it is evident that only the big consulting firms like PricewaterhouseCoopers, but also financial firms are joining forces in order to act decisively on a worldwide level. The key motive is…
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Case study Report

Download file to see previous pages... This globalization develops a significant test to service providers like PwC: the manner in which to arrive at the needed degree of international co-ordination of the efforts of 160,000 individuals globally without reducing the firm’s receptiveness locally in 150 countries where PwC operates. Human resource management as well as management development specifically play a vital role.
This issue is significantly compounded since PwC is a firm where most of the workforce has the capability to advance to management positions, even though only a limited number have the aim, prospect or chance to actually get there. Many junior staff members could have joined the management development or trainee program of another large organization but at PwC, managers as well as those who wish to become managers are a majority when all the staff is considered. Conversely, PwC has global management positions that are supposed to be filled.
Internationalization has always been an intricate tactical problem and continues to be so for PwC and on the contrary, the huge dimension of local markets demands for progressive watchfulness and suppleness locally. On the contrary, the continued existence of the firm is dependent on its capability to arrive at global synergy in dealing with big global customers.
A lot of literature has been written to date concerning the internationalization of HRM and many models created to address the dissimilarities and resemblance in several forms of global human resource management. These models are founded on the boundaries to which one or more national cultures are involved with the global HRM (Perlmutter, 1969) while the boundaries to which either one international HRM policy is sought or many local centers are employed (Adler and Ghadar, 1990). Party to the internationalization procedures of the heritage of Coopers & Lybrand, all these models proved insufficient to act as a principle for arriving at the needed ...Download file to see next pagesRead More
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