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Management with Human Resource - To what extent is it reasonable for multinational enterprises to expect to regulate their human resource policies and practices uniformly across national boundaries Discuss, using examples - Essay Example

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International business researchers have investigated how regulation of human resources practices can be replicated across different geographical and cultural settings to support multinationals’ objectives. In general, findings show that multinational corporations (MNCs) that…
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Management with Human Resource Essay - To what extent is it reasonable for multinational enterprises to expect to regulate their human resource policies and practices uniformly across national boundaries Discuss, using examples
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"Management with Human Resource - To what extent is it reasonable for multinational enterprises to expect to regulate their human resource policies and practices uniformly across national boundaries Discuss, using examples"

Download file to see previous pages The extent to which MNCs can achieve regulation is still limited; research shows that they are still struggling to cope with the demands of implementing HR systems in different cultural and geographical divisions.
An MNC that can connect wages to performance across regional units on a consistent basis is likely to outperform rivals who are not able to coordinate such an effort, all factors being constant. Even though researches show that regulation and replication can bring competitive advantage, MNCs are still lagging behind – vis-à-vis applicable standards – in the replication of HR policies. Findings show that factors like poor coordination and national culture impede the transfer and replication of HR practices in regional offices. Glocalisation, which symbolises the “think globally, act locally” slogan, is still a major challenge for MNCs. As result, they can expect to implement it moderately; very few MNCs have managed to execute glocalisation brilliantly. In addition, very little is known about how MNCs can streamline internal policies across their regional divisions more effectively to glocalise HR practices (Badie, 2011:28).
Recent discussions in the glocalisation literature have turned this into a huge HR issue. Most scholars centre their arguments on internal policies of templates versus guidelines to help regional divisions replicate HR practices from headquarters or other parts of MNCs. On one hand, the use of templates focuses on formal processes and systems that MNCs can manage to show customers and the public precisely how to glocalise their HR practices (Dickmann, Müller-Camen, and Kelliher, 2009:17). On the other hand, guidelines focus on people to inspire, motivate and explain why HR policies should be glocalised in the first place. While often portrayed as rival models, theory and practice reveal a conceptual ...Download file to see next pagesRead More
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