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国际人力资源管理的重要性 The Importance Of IHRM

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2017-10-13编辑:cinq点击率:625

论文字数:2000论文编号:org201710131513545433语种:英语论文 English地区:美国价格:免费论文

关键词:IHRM国际商务管理assignment范文

摘要:本文是留学生International Business Management国际商务管理assignment范文,主要内容通过当前全球化的商业背景下,分析国际人力资源管理的重要性。

越来越多的公司正在争取扩大到外国的土地上,“全球化”一词太普遍了;现在听到到这似乎是一个小的现代商业模式。公司走向全球的一些根本原因是技术进步、成本效率和贸易专业化。以上提到的只是冰山一角还有更多的优惠政策,吸引企业全球化。然而,随着组织向外伸手的市场,许多未能认识到国际人力资源管理的重要性(概念)。这些组织不以或不重视企业经常遭遇挫折和“连锁效应”的后果。
国际化企业加大了对组织和员工的机会,它具有必然性创造了无数的人力资源管理(HRM)对多元文化的劳动力,各种相关的挑战。然后,这些挑战证明在本质上是非常复杂和微妙的。
在这篇文章中,我们将首先考虑国内和国际人力资源管理之间的差距,推动管理的重要性和知识和技能,所以相关的因素和要素,但在我们的现代组织结构稀缺。最重要的是,我们将研究人力资源经理和外籍人士经常面临的问题和挑战。
 
Introduction 简介
Increasingly, companies are being wooed to expand into foreign lands and 'globalisation'; a word so commonly hear nowadays till it seems to be a facet of modern business model. Some underlying reasons for companies to go global are technologies advancement, cost efficiency and trade specialisation. The above mentioned are just the tip of an iceberg as there are much more incentives which attract companies to globalize. However, as organisations reach outward for the market, many failed to recognise the importance of international human resource management (IHRM). Those organisations which hold little regard or no importance for IHRM often suffered setbacks and 'chain effect' consequences.

According to Stening et al (1997), while internationalisation of business has increased opportunities for organisations and staff, it has inevitability created a myriad of Human resource management (HRM) challenges related to multicultural workforce that is diverse. More then often, these challenges prove to be much complex and subtle in nature.

In this essay, we will first look into the disparity between domestic and international HRM, the factors and elements that impetus the importance of IHRM and the knowledge and skill that are so relevant, yet scarce in our modern organisations structure. On top of that, we will be looking into the areas of problems and challenges that HR managers and the expatriates constantly faced.

Disparity between Domestic and International HRM (IHRM)
Many organisations often have a misconception when it comes to IHRM. They often think that they could simply applied domestic HRM policies overseas and attaining the same desire result back home. As a matter of fact, there is a vast difference between domestic HRM and IHRM, where the latter being much more complex and challenging. According to Stone(2008), domestic HRM is being defined as:

'HRM as practised within the geographical boundaries of one country. Its focus is the management of people in a single-country context'

While International HRM is being defined as:

'HRM as practised by multinational organisations. Its focus is the management of people in a multi-country context'

From Stone's definitions, we can roughly tell the difference between domestic HRM and IHRM. Where domestic HRM is only practical in a single-country context, IHRM is applicable globally.

Conceptualisation of International HRM policies
Deriving from the basic of Human Resource Management (HRM), International HRM can be view as add on to the already existing HRM policies. Stone(2008), posed some valid questions with regard to developing international HRM policies. Some examples were: what kind of organisation are we looking at? Are we looking at a home country organisation, a multinational organisation or a truly global organisation? What are the organisation's mission and vision? What is the organisation core business and how can the organisation be s论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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