Essays on International Human Resource Management - Managing People in a Multinational Context Essay

Download full paperFile format: .doc, available for editing

The paper “ International Human Resource Management - Managing People in a Multinational Context” is a motivating variant of the essay on human resources. Human Resource Management's biggest role in any organization is to ensure that there are proper control and a conducive working environment. This mostly falls in the hands of a human resource manager whose major role is to see to it that there is a proper work design and that the staff and any other person visiting the organization are well handled. It also ensures employees play their respective roles accordingly.

Human Resource Management is designed to make sure that there is a maximum performance by the employees in the providence of services so as to meet the company’ s set objectives. The departments in the Human Resource section include; recruitment, training, and development, rewarding, etc. Global HRM is a term that entails all aspects of an organization's Human Resource operating on an international/global scale (Menezes 63). With the current rampant growth of technological innovations, global expansion is gradually becoming a great reality and a huge necessity for organizations.

Strategic human resource management previously emerged as one of the most dominant approaches to human resource management policy in the last thirty years. Nonetheless, in the last decade, a new HRM approach has been founded. It is commonly referred to as sustainable human resource management (Shen Ji et al. 251). Diversity management and cultureDiversity management practices that entail a given set of formalized practices are designed, implemented, and developed by companies so as to effectively manage diversity amongst any given organizational stakeholders (Yang and Alison 33). A workforce diversity acknowledges that people in any given organization will always differ in multiple both visible and invisible ways (Zanoni 12).

People in an organization may vary in sexual orientation, gender, age, religion, ethnicity, culture, lifestyle, disability, just to name a few. These differences, however, may be of very many different nature in specific countries (Zanoni 19). Nonetheless, gender inequality and is one of the most common ones worldwide.

Works cited

Aguinis, Herman, and Kurt Kraiger. "Benefits of training and development for individuals and teams, organizations, and society." Annual review of psychology 60 (2009): 451-474

Dowling, Peter. "International human resource management: managing people in a multinational context." Cengage Learning (2008)

Elnaga, Amir, and Imran. "The effect of training on employee performance." European Journal of Business and Management 5.4 (2013): 137-147

Harzing, Anne-Wil and Ashly Pinnington"International human resource management" Sage, 2010

Huselid, Mark A., and Brian E. Becker "Bridging micro and macro domains workforce differentiation and strategic human resource management." Journal of Management (2010)

Marks, Mitchell Lee, and Philip H. Mirvis. "A framework for the human resources role in managing culture in mergers and acquisitions." Human Resource Management 50.6 (2011): 859-877.

Menezes, Cynthia. "Managing Culture Components in International Business." Adarsh Journal of Management Research 4.1 (2011): 63-68

Noe, Raymond A., et al. "Human Resource Management: Gaining a competitive advantage." (2007).

Saks, Alan Michael, Robert R. Haccoun, and Monica Belcourt. Managing performance through training and development. Cengage Learning, 2010.

Shen, Jie, et al. "Managing diversity through human resource management: An international perspective and conceptual framework." The International Journal of Human Resource Management 20.2 (2009): 235-251

Theriou, Georgios N., and Prodromos D. Chatzoglou. "Enhancing performance through best HRM practices, organizational learning and knowledge management: A conceptual framework." European Business Review 20.3 (2008): 185-207.

Van De Voorde, Karina, Jaap Paauwe, and Marc Van Veldhoven. "Employee well‐being and the HRM–organizational performance relationship: a review of quantitative studies." International Journal of Management Reviews 14.4 (2012): 391-407.

Yang, and Alison M. Konrad. "Understanding diversity management practices: Implications of institutional theory and resource-based theory." Group & Organization Management 36.1 (2011): 6-38.

Zanoni, Patrizia, et al. "Guest Editorial: Unpacking diversity, grasping Inequality: Rethinking difference through critical perspectives." Organization 17.1 (2010): 9-29.

Download full paperFile format: .doc, available for editing
Contact Us