The essay illustrates examples of human resource management practices in China and the UK and evaluates the extent to which convergence and divergence between countries are possible. Effective HR functioning is critical to every company’s striving to formulate and deliver its business objectives…
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This essay aims to identify, discuss and evaluate the national differences in HRM practices and views between China and the UK, based on the findings across numerous literature sources. An effective use of knowledge that was obtained in the study will enable to understand how companies of these two countries can manage diverse workforce and how it is better to handle the diverse employees.
With the openness of boarders, companies across the world have started to pay more concerns as to what factors affected the abilities of nations and the business to better adapt to the new economic and social changes in order to be more achievement-oriented.
Thus, different national cultures appeared to have different HRM implications, which are the integral part of each company’s striving to gain a competitive edge. However, one of the challenges that organizations collide with during the globalization of their operations is the adaptation of HR practices to the new and different cultures and the creation of operation manners to suit both comfortable and appropriate to the organization and those cultures. This challenge is central for all multinational organizations
The globalization has created greater numbers of areas in business, where the wide variety of cultures is represented in their workforce. With an attempt to treat each culture differently and with respect, there appeared practical issues in doing business, such as need to take into account the various religious and secular holidays and the official language of the workforce
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“Human Resource Management Practices in China and the UK Essay”, n.d. https://studentshare.org/human-resources/1700144-human-resource-management-practices-in-china-and-the-uk.
This essay intends to shed some light upon the external environment factors that the human resource management systems of companies face. Aim The aim of this essay is to investigate the various external environmental factors that affect HRM systems today.
Therefore, it is imperative on businesses to identify their core human resource management needs and honour them even if they operate in different parts of the world. Stahl and Bjorkman identify three motives for the need for the international transfer of human resource management systems for multinational corporations (2006 p3).
Tesco stores extend from small Tesco Express to big Tesco Extras and supermarkets in the UK. It generates approximately 86% of the total sales from the United Kingdom. It is also working in 12 other countries of the world including, Japan, China, and Turkey. Recently Tesco has opened its stores in the United States.
urope, China, India, South East Asia, and Latin America), growth of new international business blocs and an increased level of competition among firms at both national and international level has resulted in an increase in comparative HRM studies . Managers and policymakers now
Things have changed a lot in the last century, the rationales have changed, such as in early 1800's it was a rational behavior to take a decisions for profit maximization ignoring human resource of the company and exploiting their rights and motivation, where as now a days the rational behavior and sense of the profit maximization in the long run says that one should consider the human resource factor of the organization before making any strategic decision.
Over a span of 20 years or so, the topic of human resource management has become one of the most documented in the management literature. The increased level of globalization and internationalization of business, the growth of new markets, growth of new international business blocs and an increased level of competition among firms.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
People are the ideal means through which organizational strategies are implemented. An organizational strategy is therefore founded on the capabilities of the personnel that is recruited, trained, maintained and developed through human resources management function.
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