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International Human Resource Management - Essay Example

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International Human Resource Management Table of Contents Introduction 3 Role of HRM in the United Kingdom 3 Background and Context of the United Kingdom 4 Internal Context for A HRM Strategy 8 The External Context of Human Resource Management 10 Conclusion and Recommendations 13 References 15 Introduction International Human Resource Management (HRM) can be defined as the method of acquiring, allocating and efficiently making use of the human resources in any international organisation while endevouring to harmonise the coordination and the differentiation of Human Resource (HR) activities in foreign domains…
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Download file to see previous pages International human resource management also pays due attention at administering diversified human capital (Scribd, 2012). Role of HRM in the United Kingdom The management of the organisations has become quite difficult and challenging in the present times, essentially in terms of accountability of the managers in administering the people. The managers belonging to the twenty-first century are faced with many regulations as well as restrictions that restrain their independence to act unilaterally. They are also faced with greater volatility as well as changeability in their external environment. The concept of ‘Human Resource Management’ did not initiate in the United Kingdom but in the United States in the period of 1980s. For few people, the term came to present a significant distinct approach to the management of the people. It has been based upon new assumptions regarding the employees, the altering characteristics of the work and regarding how best to enhance the capability of the staff in the organisation. It was noted that most of the organisations in the United Kingdom were capable of encompassing the new developments. A number of organisations in the United Kingdom did not embrace the concept related to human resource management because they wanted to retain the personal management title because of the fact that this evaded the impersonal relationship with their employees as human resources. However, with due course of time many ‘people’ departments were identified as HR departments (Oxford University Press, 2012). The main objective of the paper is to understand the human resource management practices in the United Kingdom. It will attempt to gauge the background and context of the United Kingdom and will also endevour to offer certain indications on the internal factors as well as the external factors that will have certain bearing on the way in which HRM is carried out in that particular country. The paper will attempt to throw light upon the significance of employee relation and will also demonstrate the degree to which culture, political, economic as well as social context have an impact upon the associations. Background and Context of the United Kingdom The United Kingdom can be considered as a monarch state which is situated off the north-western coast of Europe. The UK is one of the developed countries of the world. It has obtained seventh position in terms of biggest nations in the globe concerning nominal Gross Domestic Product (GDP) and with regard to Purchasing Power Parity it is the eighth-biggest economy (GoldGoal, 2011). In the previous times, Britain sought a voluntarist industrial relation system offering the parties belonging to the industrial relations a significant level of freedom to opt for their preferred institutional arrangements. It has been noted in the two decades before the 1998 Workplace Employment Relations Survey overlapped with the Thatcher period. It was during this period when a development of the employer’s choice was created by various deregulatory measures thereby minimising legal endorsement for the trade union activity. Till the period 1998, it was found that the employers in the United ...Download file to see next pagesRead More
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