The paper "International and Comparative Resource Management " Is a wonderful example of a Management Assignment. Human resource management represents all the activities assumed by an organization to effectively maximize its human resources. These activities mostly include HR planning, staffing, development, managing staff relations, performance, and compensation among others. The growth in global trade and globalization has amplified firms to enlarge their operations internationally. This has led to the rise of new markets such as India, Latin America, South East as well as china. In addition, it has greatly contributed to the increased competition amongst organizations both at local and international levels (Voronov et al2013, p.
2078). The task of managing an international workforce with various cross-cultural skills, demographic physiognomies, and competencies has forced managers to drop the traditional human resource management models that were meant for Anglo-Saxon nations. Many organizations underrate the complexities involved in global operations, and there is substantial evidence to propose that business failures in the global arena are as a result of poor management of human resources. As a result, western academics plus the practitioners have adopted the study and practice of comparative HRM rather than dwelling on the traditional international issues.
In order for one to utilize their capabilities on cross-national management, they should be able to comprehend how personnel in various national settings retort to similar models within their particular roles (Lange 2013, p. 2145). Q1: Describe the differences between domestic, international and comparative HRM Introduction Global human resource management can be termed as human resource management practices, policies, and roles that originate from the strategic activities of MNEs. International HRM deals primarily with matters and challenges linked to the globalization of capitalism.
It involves similar elements as those of domestic HRM; however, it is more complex to handle with regard to the international diversity and types of personnel. In other words, IHRM enables the multinational business (MNE) to become highly successful on the international levels. It majorly involves researching, revising and comprehending all human resource activities in their local and global contexts as they execute the processes of managing resources in firms throughout the international market to improve the experience of multiple stakeholders (Briscoe 2013, p.
458). The emphasis lies on the MNCs’ skills to attract, create, and deploy talented staffs in a global setting as well as making them work effectively regardless of the differences in language, cultural practices, and locations. Multinational HRM often lessens the effect of national culture and domestic employment practices against commercial culture and practice. Comparative HRM is referred to as a systematic process of investigation that often seeks to describe the patterns and distinctions encountered in multinational HRM rather than simply define HRM institutions as well as the practices in various societies.
According to studies, numerous national business system results from various historical, cultural as well as institutional custom in certain states. Comparative differences often occur as a result of decisive historical actions such as the development of industrialization or following the heritage of pre-modern practices of social organization. HR management tends to differ between states as a result of local institutions such as legal support and education (Briscoe 2013, p. 454).
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