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short case study international human resource management
the importance of international human resources management
the importance of international human resources management
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International HRM with the context of global economy
It would be very easy to refer to international human resource management as little more than HRM on a national scale with some additional features that indeed similarities in the role of human resource management within national and international organizations; however, there are also some significant differences, not least of which is the development and deployment of staff in different national and regional locations around the world. The somewhat overused maxim encouraging the imperative to ‘think globally and act locally’, if nothing else, illustrates the importance of looking at the management of global organization at two, sometimes distinct, levels. The first of these may take the form of a management strategy based upon the concepts of standardization and universalism where the principal aim is to create a management culture that is recognizable to a specific organization wherever it operates around the globe. The second level of strategy may involve taking different approaches to management in different locations around the world. This second approach may be particularly important where there are significant cultural differences, brought about by national and organizational culture, between one location and another. The role of the international human resource manager is, therefore, that of setting the tone of management for the organization as it conducts business across the globe dependent upon cultural variation and variety and market needs from one region to another. Put perhaps more theatrically, the international human resource manager is the conscience of the international firm. (Wildish,C.2002,pp.207-208)
‘Globalization’ has been defined as the process by wh...
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...ganizations and different sectors will develop in varied ways, each requiring an approach to international human resource management that best reflects their industry or organization practice. The future of international human resource management does; however, appear to be developing around a number of common themes and determinants, each of which may be applied to different organizations in away which suits them best. These common themes include:
The increasingly important role of international management development in developing core skills and competencies
The interdependence of decision making within the transnational corporation
The role of technology as an important aid to the production process, management information systems and general communication processes
The demise of the expatriate manager
The development of cross-cultural teams (PP. 228-230)
Paul, S. 2010. The role of the corporate HR function in global talent management. UK: Elsevier
Research differentiates the domestic human resource management strategy as, “simpler and easier for manager structure because the business is done on a particular territory, inside specific national culture and business environment,” (Slavić, Berber, & Leković, 2014). On the other hand, globalized companies have trouble with such things as observing the host country’s national cultures, their local regulations, and working around the impact of any new technologies that are required to do the job. Both strategies require effective communication, implementation, and performance
In an increasingly globalized world economy, the aggravation of global competition, the most important factor of national competitiveness are highly qualified and motivated employees (Storey 2007). Gubman (1996) pointed out the three challenges for the organizations that will never change: first, the major mission of human resources is to gain, develop, retain talent; second, adjust the workforces with the business; lastly, a superlative contributor to the business. Moreover, human resource management is characterized by the fact that the staff seen as an important strategic resource for the organization, which requires investment, modernization, planning, staffing, training, etc. This paper will introduce an overall review of the International Human Resource Management (IHRM) theories and studies. The analyzed concepts and approaches will be applied to the case study about Yarden Mex chain of Mexican Grill Restaurants and its Subsidiaries. The paper will include definitions of Global Talent Management (GTM) and Global Diversity Management (GDM). In
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
What are the HR Strategies that management must undertake and support to create a successful global presence to insure the success of an organization in meeting its goals and mission?
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Human Resource professionals are needed now more than ever. Their knowledge of business and of human resources will be able to aid organizations in the development of strategies and alignment of Human Resource Management policies and practices with developed strategies. In this report, the two strategic issues chosen that are affecting the human resource management practices in the organizations are mergers and acquisitions and outsourcing.
Tayeb, M. H. (2005). International human resource management: A multinational company perspective. New York: Oxford University Press.
In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in the domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are coming along with international human resource management. International human resource management is the set of distinct activities, functions and processes
...e located and the human resource management to effectively manage the global workforce diversity. Furthermore, management practices across nations should be more focused in terms of enhancing expatriates’ experience with cross-cultural training. It is also highlighted that executives of international firms must efficiently devise the best strategies and plans to increase the business positive performance and for controlling resources of their foreign subsidiaries. As a consequence, global managers play a very important role in the development and success of multinational corporations in the current competitive international market since there are numerous issues that they have to deal with in the operating process. If the enterprises could overcome the management challenges, they would gain great opportunities in the global economy and achieve favorable outcomes.
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
The success of any business organization, in the challenging environment of the new millennium, lies in the effective human resources management (HRM) practices. Effective control of human resources provides the companies with a reliable competitive advantage (Mazen & El-Kayaly, n.d.). Similarly the human resources management practices in the health care sector are more important for the effective health care delivery of any health care system. There is also a remarkable effect of globalization of goods and services on the country’s approaches to...
Globalization of human capital is where, human resources are sook after by companies from all over the world. Due to the increased demand for skills at a lower cost, companies will tend to look for employees to work in their premises from all over the world (Webforum, 2015). In this regard, since companies are extending their operations the entire world over, human capital globalization is inevitable since they will need to work with people from these countries for them to successfully exploit global markets.
Willy McCourt & Derek Elridge (2003), Global Human Resource Management, pp 311 - 315. Edward Elgar publishing.
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.