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Essay / Research Paper Abstract
A 5 page paper that discusses human resource management and practices in the global economy. The writer comments on the need to balance certain dualities, increasing diversity domestically, the need to acquire competence in cultural diversity and the challenges HRM faces. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGglhr09.rtf
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Unformatted sample text from the term paper:
is always related to the national culture. That has become extremely obvious over the years as companies have made embarrassing and serious mistakes in human resource management practices and advertising
campaigns. One of the challenges, as this author points out, it that companies must find a balance between the influence of the national culture and global trends in human resource
management practices (Cesyniene, 2008). Rioux, Bernthal and Wellins (2008) offered similar opinions writing that companies must maintain the balance between the organizational culture and the cultures in which the
companies were operating. For instance, should a multinational corporation have one centralized human resource department or should they have human resource departments in each location? In terms of practice, these
investigators found that 37 international companies and 42 domestic companies favored a centralized system where there is one primary human resource department along with dependent regional human resource staff (Rioux,
Bernthal and Wellins, 2008). Further, almost 80 percent of the international companies investigated reported they were taking steps to make human resource practices consistent in all locations (Rioux, Bernthal and
Wellins, 2008). Researchers are in agreement that if human resource management is to be effective, managers must consider local cultures (Cesyniene, 2008; Rioux, Bernthal and Wellins, 2008). Managers, then, are
being asked to acquire skills in cultural diversity (Premoli, 2004). That basically means that managers need to understand how people interact, how they work, how they perceive the world, how
they perceive business protocols and so on (Premoli, 2004). Feedback, for instance, that is given more directly to employees in the United States, might be considered rude in another culture
(Premoli, 2004). Certain human resource management practices may need to be adapted or modified for the company to be successful in another culture (Premoli, 2004). This does not mean any
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