Emerging Challenges in Global HRM
1. INTRODUCTION Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).
Although international trade increase the demand for labour, however, labour in developed countries loss manufacturing jobs because firms are relocates their production to gain comparative advantage, while on the other hand, the least developed countries are still facing labour exploitation issue due to low wages and incomplete labour law (Paik & Vance, 2006; Brown, 2008; Mutsuddi, 2012).
In the meanwhile of the ‘globalizing’ process for HRM, there is an increasing anxiety among these HR leaders whether they are ready to respond to the complexity of IHRM. While HR leaders are thinking to build effective and efficient IHRM policies, they should also consider of the importance of maintaining global and local balance to initiate its HR practices due to cultural diversity (Losey, Meisinger & Ulrich, 2005)
Keeping the above perspectives into considerations, the growing globalisation has poses new challenges to IHRM for the organization to operate globally (Mutsuddi, 2012). The emerging trends and challenges in the global work environment with IHRM perspective which involve electronic Human Resource Management (e-HRM); Islamic challenges; safety, security & terrorism issues; ethical issues; female expatriates management will be further discuss at the following parts in the assignment.
2. ELECTRONIC HUMAN RESOURCE MANAGEMENT (E-HRM)
We can see technology is playing a crucial role in today global work
Although international trade increase the demand for labour, however, labour in developed countries loss manufacturing jobs because firms are relocates their production to gain comparative advantage, while on the other hand, the least developed countries are still facing labour exploitation issue due to low wages and incomplete labour law (Paik & Vance, 2006; Brown, 2008; Mutsuddi, 2012).
In the meanwhile of the ‘globalizing’ process for HRM, there is an increasing anxiety among these HR leaders whether they are ready to respond to the complexity of IHRM. While HR leaders are thinking to build effective and efficient IHRM policies, they should also consider of the importance of maintaining global and local balance to initiate its HR practices due to cultural diversity (Losey, Meisinger & Ulrich, 2005)
Keeping the above perspectives into considerations, the growing globalisation has poses new challenges to IHRM for the organization to operate globally (Mutsuddi, 2012). The emerging trends and challenges in the global work environment with IHRM perspective which involve electronic Human Resource Management (e-HRM); Islamic challenges; safety, security & terrorism issues; ethical issues; female expatriates management will be further discuss at the following parts in the assignment.
2. ELECTRONIC HUMAN RESOURCE MANAGEMENT (E-HRM)
We can see technology is playing a crucial role in today global work
References: Ali, A. J. (2010). Islamic challenges to HR in modern organizations. Personnel Review. 39 (6) p. 692-711. Bandarouk, T. (2011). Theoretical Approaches to e-HRM Implementations. Advanced Series in Management: Electronic HRM in Theory and Practice. [Online] 24 (1) p. 1-20. Available from: http://site.ebrary.com/lib/staffordshire/ [Accessed: 5/6/2013] Benson, P Branine, M. & Pollard, D. (2010). Human resource management with Islamic management principles. Personnel Review. [Online] 36 (9) p. 712-727. Available from: http://site.ebrary.com/lib/staffordshire/ [Accessed: 10/6/2013] Brown, R Budhwar, P. S. & Mellahi, K. (2010). Introduction: Islam & Human Resource Management. Personnel Review. 39 (6) p. 665-691. Collings, D. G., Gunnigle, P. & Scullion, H. (2007). International human resource management in the 21st century: emerging themes and contemporary debates. Human Resource Management Journal. 17 (4) p. 309-319. Galanaki, E., Papalexandris, N. & Panayotopoulou, L. (2010). Adoption of electronic systems in HRM: is national background of the firm relevant? New Technology, Work and Employment. 25 (3) p. 253-269. Hashim, J. (2010). Human resource management practices on organisational commitment: The Islamic perspective. Personnel Review. 39 (6) p. 785-799. Jie, S. (2011). Developing the concept of socially responsible international human resource management. The International Journal of Human Resource Management. 22 (6) p. 1351–1363. Kondrasuk, J. N. (2004). The Effects of 9/11 and Terrorism on Human Resource Management: Recovery, Reconsideration, and Renewal. Employee Responsibilities and Rights Journal. 16 (1) p. 25-35. Liang, H. L. (2011). Electronic human resource management and organizational innovation: the roles of information technology and virtual organizational structure. The International Journal of Human Resource Management. 22 (2) p. 235–257. Mutsuddi, I. (2012). Managing Human Resources in the Global Context. [Online] IND: New Age International. Available from: http://site.ebrary.com/lib/staffordshire/ [Accessed: 10/6/2013] Paik, Y Shortland, S. (2009). Gender diversity in expatriation: evaluating theoretical perspectives. Gender in Management: An International Journal. 24 (5) p. 365-386. Shortland, S. (2011). Networking: a valuable career intervention for women expatriates? Career Development International. 16 (3) p. 271-292.