Human Resource Management
HUMAN RESOURCE MANAGEMENT (HRM) IN THE GLOBAL PERSPECTIVE: THEORY AND PRACTICE.
BY
UKERTOR GABRIEL MOTI (P.hD.)
Department of Public Administration
UNIVERSITY OF ABUJA
INTRODUCTION
Human resource management (HRM) is universal in terms of strategies, policies and processes. The term has gradually replaced personnel management. Managing and developing human resources in the international (global) setting is increasingly recognized as a central challenge, particularly to multinational enterprises (MNEs). Human resource management is both academic theory and a business practice that addresses the theoretical and practice techniques of managing a workforce. While the theoretical aspects of the discipline may also be universal, the same cannot be said of its practice. The paper defines human resource management, the theoretical basis of the discipline, business practice and global or international human resource management. Thereafter, the paper concentrates on global perspective or issues in international human resource management practice.
HUMAN RESOURCE MANAGEMENT
Human resource management 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. The terms “human resource management” (HRM) and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations.
Human resource management can also be defined as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. As a change agent, it is concerned with the nature of and regulation of the employment relationship at the level of the workplace and broader society.
The human resource management model emphasises. •
BY
UKERTOR GABRIEL MOTI (P.hD.)
Department of Public Administration
UNIVERSITY OF ABUJA
INTRODUCTION
Human resource management (HRM) is universal in terms of strategies, policies and processes. The term has gradually replaced personnel management. Managing and developing human resources in the international (global) setting is increasingly recognized as a central challenge, particularly to multinational enterprises (MNEs). Human resource management is both academic theory and a business practice that addresses the theoretical and practice techniques of managing a workforce. While the theoretical aspects of the discipline may also be universal, the same cannot be said of its practice. The paper defines human resource management, the theoretical basis of the discipline, business practice and global or international human resource management. Thereafter, the paper concentrates on global perspective or issues in international human resource management practice.
HUMAN RESOURCE MANAGEMENT
Human resource management 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. The terms “human resource management” (HRM) and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations.
Human resource management can also be defined as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. As a change agent, it is concerned with the nature of and regulation of the employment relationship at the level of the workplace and broader society.
The human resource management model emphasises. •
References: Armstrong, Michael (2006), A Handbook of Human Resource Management Practice, Kogan Page Limited. Bartlett, C.A. and Ghoshal, S. (1991), Managing Across Borders; The Transnational solution, London Business School, London. Cole, G. A. (2002), Personnel and Human Resource Management, Thompson Learning, London. Hofstede, G. (1980), Culture’s Consequences: International Differences in Work-related Values, Sage Publications. Oded Shenkar (1995), Global Perspectives of Human Resource Management. Englewood Cliffs, NJ: Prentice Hall. Ouchi, W. (1981), Theory Z: How American Business can meet the Japanese Challenge, Addison Wesley. S. K. Bhatia (2005), International Human Resource Management: A Global Perspective: Practices and Strategies for Competitive Success. New Delhi, Deep and Deep.