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Debate and critique the relative importance of cultural differences and national business systems on the development of HRM. What are the implications of your conclusions for convergence and divergence Use examples of HRM across the globe to illustrate y - Essay Example

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What are the implications of your conclusions for convergence and divergence? Use examples of HRM across the globe to illustrate your answers.
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Debate and critique the relative importance of cultural differences and national business systems on the development of HRM. What are the implications of your conclusions for convergence and divergence Use examples of HRM across the globe to illustrate y
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Extract of sample "Debate and critique the relative importance of cultural differences and national business systems on the development of HRM. What are the implications of your conclusions for convergence and divergence Use examples of HRM across the globe to illustrate y"

Download file to see previous pages The main idea here is that labor is an “asset” that businesses need to invest in, not a “cost” that they have to curb. Business and Government organizations all over the world today are investing heavily in the development of this asset and introducing more thorough, and thought-out recruitment policies. They are gearing themselves towards being “learning organizations” with “knowledge based workers”. Because HRM is a dynamic concept, it is difficult to pin on it one standard definition. HRM is therefore, a kind of “discursive formation” which encapsulates a set of inter-mingled propositions. What is more important to the discussion at hand is, in what way and for what cause is the substance matter of HRM so varied and what particular factors have generated this change over the elapsed decades. (Salaman, Storey & Billsberry, 2005).
There are numerous factors and theories affecting and relating to the field of HRM. These influences are categorized into social, political, economic and cultural discourses, which encompass finer details like different models, assumptions and theories that are put into practice across the world. People who have extensively studied and continued to research the field of HRM and how it incorporates these factors and relates to the business world in terms of the resulting benefits and the change in direction and thinking of the business world, have come up with various models and theories relating the management of human capital to the aforementioned factors. Geert Hofstede, a prominent Dutch researcher has come up with an exhaustive study of how culture affects the work environment. The Hofstede model initially defined four different dimensions that categorize organizational culture: Power distance, Individualism, Masculinity and Uncertainty Avoidance. A fifth dimension called Long-Term Orientation, based on Confucian dynamism was later added. Based ...Download file to see next pagesRead More
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