International and Comparative Human Resource Management
ASSIGNMENT 1
Do you think that intercountry differences affect HRM practices and strategies? Discuss and debate the specific activities an international HR manager typically engages in, using cases and examples.
TABLE OF CONTENT
1. INTRODUCTION 2. COMPARING DOMESTIC AND INTERNATIOAL HRM 3. IMPACT OF INTERCOUNTRY DIFFERENCES ON HRM PRACTICES AND STRATEGIES: 4.1 EFFECTS OF CULTURAL DIFFERENCES ON HRM PRACTICES AND STRATEGIES 4.2 EFFECTS OF ECONOMIC DIFFERENCES ON HRM PRACTICES AND STRATEGIES 4.3 EFFECTS OF LEGAL AND POLITICAL DIFFERENCES ON HRM PRACTICES AND STRATEGIES
4. FUNCTIONS AND ACTIVITIES OF AN INTERNATIONAL HR MANAGER 5.4 HUMAN RESOURCE PLANNING 5.5 JOB ANALYSIS 5.6 STAFFING 5.7 TRAINING AND DEVELOPMENT 5.8 REMUNERATION 5.9 PERFORMANCE MANAGEMENT 5.10 EMPLOYEE/INDUSSTRIAL RELATIONS 5. CONCLUSION 6. REFERENCES
INTRODUCTION
Human Resource Management (HRM) refers to the management function within an organization concerned with recruitment, management, and provision of direction for the people who work in the organization. According to Heathfield (2013) effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. As stipulated by Harzing and Pinnington (2011), it can be argued that an organization’s strategies and actions should be closely related to the organization’s overall corporate strategy and should be coherent in all its operations. However, this might prove impossible or very difficult for companies operating in more than one country. This could be due to country specific attributes such as cultures and economic conditions. However, the debate still continues as to whether such intercountry differences really do affect HRM practices and strategies.
The functions, strategies and practices of human resource management are varied
Do you think that intercountry differences affect HRM practices and strategies? Discuss and debate the specific activities an international HR manager typically engages in, using cases and examples.
TABLE OF CONTENT
1. INTRODUCTION 2. COMPARING DOMESTIC AND INTERNATIOAL HRM 3. IMPACT OF INTERCOUNTRY DIFFERENCES ON HRM PRACTICES AND STRATEGIES: 4.1 EFFECTS OF CULTURAL DIFFERENCES ON HRM PRACTICES AND STRATEGIES 4.2 EFFECTS OF ECONOMIC DIFFERENCES ON HRM PRACTICES AND STRATEGIES 4.3 EFFECTS OF LEGAL AND POLITICAL DIFFERENCES ON HRM PRACTICES AND STRATEGIES
4. FUNCTIONS AND ACTIVITIES OF AN INTERNATIONAL HR MANAGER 5.4 HUMAN RESOURCE PLANNING 5.5 JOB ANALYSIS 5.6 STAFFING 5.7 TRAINING AND DEVELOPMENT 5.8 REMUNERATION 5.9 PERFORMANCE MANAGEMENT 5.10 EMPLOYEE/INDUSSTRIAL RELATIONS 5. CONCLUSION 6. REFERENCES
INTRODUCTION
Human Resource Management (HRM) refers to the management function within an organization concerned with recruitment, management, and provision of direction for the people who work in the organization. According to Heathfield (2013) effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. As stipulated by Harzing and Pinnington (2011), it can be argued that an organization’s strategies and actions should be closely related to the organization’s overall corporate strategy and should be coherent in all its operations. However, this might prove impossible or very difficult for companies operating in more than one country. This could be due to country specific attributes such as cultures and economic conditions. However, the debate still continues as to whether such intercountry differences really do affect HRM practices and strategies.
The functions, strategies and practices of human resource management are varied
References: Brewster.C and Harris.H. 2012. International HRM. Roultledge. London. Dowling. P.J., Festing.M. Engle. A.D. 2008International human resource management. 5th edition. 2008. London. Harzing. A. and Pinnington. A. 2010. International human resource management. 3rd edition. TJ international ltd, Cornwall. Hyde, J. (2004); Managing and Supporting People in organization, Bailliere Tindall Laurent.A. 2006. The cross-cultural puzzle of international human resource management. . Wiley periodicals. Scullion, H. (2001). Human resource management: A critical text. International Thompson business press. Sims.R.R. 2007. Human resource management: contemporary issues, challenges and opportunities. Information age publishing,inc. Sparrow.P., Brewster.C., Harris.H., 2003. Globalizing human resource management. Routledge. London. Treven. S. 2001. Human resource management in international organisations. Journal of Management, Vol. 6, 2001, 1-2, pp. 177-189 Susan Heathfield. 2013. What is international human resource management? www.about.com. Accessed on 5th April 2013