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International Human Resource Management - Coursework Example

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From the paper "International Human Resource Management" it is clear that the US Company tried to implement the US culture and work atmosphere as prevailing in their country. This was the reason for the failure of many HR policies in these countries…
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International Human Resource Management
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Download file to see previous pages Management of Human Resources requires proper attention of Managers at all levels in the Organization. They must guide the workforce, influence their behaviour and motivate them to contribute maximum towards the Organizational Goals. The required number of competent managers is a vital requirement for success.” It is not unusual for large international firms to have top management teams composed of managers of many different nationalities. The geocentric attitude is the basis for viewing the organization as a worldwide entity engaged in global decision making.” 2 There are many Human Resource Strategies that are globally recognized. But in practice, it is difficult to adopt these strategies as it is in many countries due to the cultural difference. Hence small changes are required and can be adopted successfully.
Managing Human Resource is one of the key elements in the management of an organization. In modern economics whatever means are used to ensure the creation and delivery of goods and service, the role of people at work, whether individual or group, as employees and the ability of management to effectively deploy such a resource, is vital to the interest of both employees and the organization. There should be a good understanding of human resources, with strategic goals and objectives, in order to improve business performance. Here comes the role of strategic HRM. “Strategic human resource management has been defined as ‘the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that fosters innovation and flexibility.” 3 HRM stresses on the role of an individual employee in the organization as also on the mutuality between employers and employees. The various HR assumptions are
a) Productive System-wide interventions) Productive System-wide interventions) Linking HRM with strategic planning and cultural change) Seeks power equalization for trust and collaboration)  ...Download file to see next pagesRead More
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