HRM & GLOBALISATION

Human Resource Management and Globalisation



Human Resource Management and Globalisation

1.Title

Human Resource Management and Globalisation

2.Research aims and research objectives

The aims and objectives of this research

To analyze the impact of globalisation on the present practice of the human resource management

To evaluate the present and past practices of the human resource management in order to compare them

To analyze the present concepts of the globalisation.

3.Rationale

The research study will highlight the effect of globalisation upon the human resource management (HRM). The study will take into account different effects of globalisation that has modified the past practices of HRM. As, the HRM is an essential characteristic in operating the business activities in any field, the factors that change its past practices greatly concerned. Moreover, as the main responsibility of human resource management towards an organization is to hire useful resource, the study will examine how this practice has affected the managers. In today's world, there is rapid globalisation in the businesses that need the organizations to plan their business activities accordingly. The policies of human resource management should also be made after taking into account such changes in the business environment of the organizations. Thus, it is important to look into the modified policies and practices of human resource management affected by the globalisation.

4.Theoretical Underpinning

In the twenty first century businesses are no longer limited by national boundaries, many corporations are conducting their activities outside of their home countries in the form of international joint ventures, subsidiaries and sales offices abroad. To be competitive in this environment, the organization must constantly be 'learning' and be effective in the international transfer of knowledge, skill and expertise (Bender & Fish 2000, p. 125).

Managers are more aware that people management practices can have a significant bearing on the profitability of their business operations. Issues relating to human resource management (HRM) in multinational corporations (MNC) categorized under the umbrella of international human resource management (IHRM). Scullion defines IHRM as “the HRM issues … internationalization of business” (Caligiuri & Bonache 2010, p. 114).

This research will start with an exploration of the globalisation phenomenon and its implications for HRM. It then examines the role of HR managers working in MNCs looking to expand their global operations through the creation of overseas based subsidiaries. The topic of strategic, international HRM is discussed at length along with issues pertaining to HR information requirements for MNCs and their subsidiaries. Finally, the transfer of HRM practices and policies across national borders analyzed from a country, company and practice perspective.

Globalisation and HRM

Globalisation is a huge project for any organization. To be successful, it must have a distinct strategy for expansion. The organization needs to evaluate who its global customers are, how they are going to position their product in that market including promotion, distribution and pricing. The decision to become global followed shortly by a country analysis to identify a target country. In moving forward, the organization must revisit the corporate mission to ensure compatibility with the global ...