Human Resource Management practices and their impact - Essay Example

In other words an HRM policy and initiative based analysis is a near approximation of an otherwise intractable continuum which lacks definable contours and a logical conceptual framework of reference. While theoretical constructs underlying this approach have been presented as a uniform analysis there is very little attention being focused on the qualitative paradigm shift caused by the a priori and a posteriori catalytic changes. Thus the qualitative shift in this study is essentially based on these outcomes and the latest calibrations and/or benchmarks enunciated by researchers to establish a conceptual framework for analysis.

This paper just focuses on the latest HRM related practices and their theoretical evolutionary process with reference to a company's operational environment at a global level. Multicultural workforces in the context of the modern business organization have been studied with specific reference to international Human Resource Management (HRM) practices. HRM according to Armstrong "is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business" (Armstrong, 2006).

HRM involves such tasks as recruitment, training & development (T&D) of skills, employee relations, retention and motivation strategies, workplace culture and delegation of power, authority and responsibility. Thus a far more strategic significance is assumed by its country-specific and organization-specific contexts than any other dimension. Business organizations operate in their respective environments as determined by organizational structure, culture, leadership style, strategic competitive environment and a host of other internal and external influences such as the regulatory framework (Handy, 1999).

Given the degree of influence under these circumstances, each organization adopts its own leadership style with a view to achieving organizational goals such as profits, market share growth, higher share prices, quality improvements, brand loyalty, sustainability and benchmarks. These organizational goals can be divided into short term goals and long term goals. Theoretical and conceptual contingency model-based convergence/divergence approach to Human Resource Management (HRM) policies and initiatives has received greater attention in the current period due to highly articulate employee retention strategies at the individual firm level.

Thus the model building effort in this analysis is based on the available literature on the subject at a global level along. In other words an HRM contingency model is a near approximation of an otherwise intractable continuum which lacks definable contours and a logical conceptual framework of reference. While theoretical constructs underlying this approach have been presented as a uniform analysis there is very little attention being focused on the qualitative paradigm shift caused by the a priori and a posteriori catalytic changes.

Thus the qualitative shift in this study is essentially based on these outcomes and the latest calibrations and/or benchmarks enunciated by