ISSUES AND THEORIES

“Main issues and theories of both International HRM (IHRM) and Comparative HRM (CHRM)”

Table of contents

Introduction1

International HRM2

Comparative HRM3

Main issues and theories in International HRM3

Motivation and performance3

Motivation5

Need hierarchy theory5

Herzberg's two-factor theory5

Aldermen's ERG theory5

Taylor6

Expectancy Theory6

Factors Affecting Effective Teamwork6

Conflict6

Bad Apples7

Environmental Influences7

Considering the UAE Expatriates in relation to Motivation7

Traditional organizational approach for motivation8

Transactional approach and Motivation9

Motivation through Transactional leadership9

Organizations and ideology10

Main issues and theories in Comparative HRM11

Comparative study12

Globalization13

Main issues and theories relating to globalization14

References16

“Main issues and theories of both International HRM (IHRM) and Comparative HRM (CHRM)”

Introduction

When talking about the globalization of human resources have to look at today's economy, and social and fiscal changes of recent years. For a vigorous competition, enterprises must adopt international perspectives in their policies and practices of human resources. With the advent of free trade zones, the world is becoming smaller and smaller. The question to ask is where it fits all the human resource management. Looking at external factors, the multinational firm faces the difficulty of acting in a different culture, one language, value systems and unfamiliar business environment. It should address issues such as the skills, attitudes and motivation of the countries where they locate the activity (Margerison, P. Pp. 16).

Considering the policies of receiving states, it is important to keep in to mind the labour legislation on pay, hiring, firing, syndication and relationships between management and workers. Keeping in mind the Ethical, social responsibility and interaction with local authorities are part of the field of HRM. Internal factors refer specifically to the management style. This is, in addition to the concepts and models in the globalization strategy of multinationals. When a company has seen its first international foray was successful, and its management decides to continue the global expansion is a clear need to expand international activities and human resources. Phases of globalization: Export stage: The Company explores the market cautiously, given to an intermediary, a browser or a foreign distributor that deals with the product. When the area you want to join is closed to foreign companies, can distribute their product through a local company, until the product is consolidated in that area.

International HRM

Functions of the multinational management of human resources in multinational enterprises can be explained in four stages. Four approaches to international management of human resources: The ethnocentric approach, whereby the controlling headquarters human resources activities, and are the home country expatriates who run the subsidiaries. The polycentric approach: each country is treated as a separate entity, in which some decisions are made locally. The branch is headed by nationals of the host country, but in rare cases are from the headquarters. Region centric approach: staff can be promoted within a region, but usually never headquarters. At this level, take local decisions. The egocentric approach: adopting a transnational philosophy applies to all business units regardless of the country, seeking the highest qualifications staff regardless of their nationality.

When the country where the company wants to implement is difficult to find people with the necessary ...