INTERNATIONAL HUMAN RESOURCE MANAGEMENT

INTERNATIONAL HUMAN RESOURCE MANAGEMENT

TOPIC-CRITICAL EVALUATION TO THE THREE APPOACHES TO INTERNATIONAL HUMAN RESOURCE MANAGEMENT

INTRODUCTION

Over the years researchers have been trying to come out with an alternative way or approach to the management of human resources across borders, but yet there is no single approach that has been largely accepted as the best that can suit the multi diverse global world. This paper intends to review some of these approaches and provide light on the basis on which they are made. It is therefore the intention of the writer to unveil these various researches and look at the most possible way of managing people as propounded by scholars and professionals in the field. The traditional approach to human resource management has now shifted over the last decade to globalization, competition, modern technology, competition and uncertainties. The role of intangible (services) has now made organizations to scout for competent and qualified hands that can face the challenges of the present delicate and high test consumers. The earlier pronounced terms like personnel management, that is dealing with people in an organization have now changed from an internal to international perspective. The role is now more proclaimed as Human Resource Management. According to (Aragon, et. al., 2003; Alkazar, et. al., 2008), the models originally were virtually disconnected from strategic thinking, the increasing importance of intangible resources has highlighted firm's workplace and social issues as a central element of strategy.

Discussion

Definition of Human Resource Management

Human resource management (or personnel management, personnel function, or Human Resource Management) - the term can be broadly defined as strategic, uniform and consistent method of targeting the most valuable capital of any organization - people. To all the people involved, their personal and collective effort, contribute to the benchmarks of the organization objectives, and thus strengthen its advantage over the competition.

The literature is also used the term "personnel management", under which is meant a set of actions (decisions) related to people, aiming at achieving the organization's objectives and meet the needs of the (development) staff. Personnel function of interest in this approach are the people as causative agents in the pursuit of individual and organizational objectives, and so the staff in terms of quantity and quality, their involvement in the organization, outputs and constraints on those variables.

Another common term is "human resource management," which is defined as action-oriented organizations to attract, develop and maintain the efficient functioning of labour.

Approaches to International Human Resource Management

Accordingly, various writers have tried in defining the term human resource management. Boxel (1996) identified two different ways of defining the term human resource management the first considers it as a specific approach to management of employment relationships that is oriented to commitment (Walton, 1985; Alcazar, 2008).

The cross cultural approach is based on the idea that every nation or society has its own belief, norms and values that directly or indirectly influences employment policies. In past years some researches done on industries and regions are centred within a particular cultural context. Managing human resources in organizations requires understanding of the influence of both ...