Sample Assigment
Human Resource Management Assignment: Sample
INTERNATIONAL HRM Section A: This question must be answered by all students: Boyacigiller et al (2006 p81) have stated that ‘A key difference between domestic and global managers is the need for global managers to deal with significantly greater complexity and to be open to the outside world.’ However, Baruch (2002 p36) has made the point that ‘although the concept of globalization reflects true business reality, the idea that there is a certain template-a “gingerbread man cutter” concept into which one should fit in order to be the successful Global Manager seems flawed’. Critically evaluate these perspectives so that you address the arguments for and against these views. Introduction As the world of business has become increasingly globalised there has been a corresponding need to adapt the business processes which facilitate a successful business (Beardwell and Claydon, 2010). Human Resource Management (HRM) is a business function which has been forced to expand and integrate its remit to embrace international aspects of business and recognise that a ‘one-size-fits-all’ approach to managing employees is no longer acceptable in the modern business environment. This essay examines contrasting opinions of what
comprises best practice in international HRM.
International HRM French defines HRM as “a set of activities aimed managing organisational human resources at international level to achieve organisational objectives and achieve competitive advantage over competitors at national and international levels” (2010:12). He argues that the basic concepts of HRM do not differ in an international context, but the increased complexity of international cultures requires a further level of empathy and the ability to manage increased complexity. Dowling et al (2008) concur with this view and they suggest that the core aim of HRM remains constant regardless of the international context. In short, International HRM
INTERNATIONAL HRM Section A: This question must be answered by all students: Boyacigiller et al (2006 p81) have stated that ‘A key difference between domestic and global managers is the need for global managers to deal with significantly greater complexity and to be open to the outside world.’ However, Baruch (2002 p36) has made the point that ‘although the concept of globalization reflects true business reality, the idea that there is a certain template-a “gingerbread man cutter” concept into which one should fit in order to be the successful Global Manager seems flawed’. Critically evaluate these perspectives so that you address the arguments for and against these views. Introduction As the world of business has become increasingly globalised there has been a corresponding need to adapt the business processes which facilitate a successful business (Beardwell and Claydon, 2010). Human Resource Management (HRM) is a business function which has been forced to expand and integrate its remit to embrace international aspects of business and recognise that a ‘one-size-fits-all’ approach to managing employees is no longer acceptable in the modern business environment. This essay examines contrasting opinions of what
comprises best practice in international HRM.
International HRM French defines HRM as “a set of activities aimed managing organisational human resources at international level to achieve organisational objectives and achieve competitive advantage over competitors at national and international levels” (2010:12). He argues that the basic concepts of HRM do not differ in an international context, but the increased complexity of international cultures requires a further level of empathy and the ability to manage increased complexity. Dowling et al (2008) concur with this view and they suggest that the core aim of HRM remains constant regardless of the international context. In short, International HRM
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