英语论文网

留学生硕士论文 英国论文 日语论文 澳洲论文 Turnitin剽窃检测 英语论文发表 留学中国 欧美文学特区 论文寄售中心 论文翻译中心 我要定制

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal

英语论文题目英语教学英语论文商务英语英语论文格式商务英语翻译广告英语商务英语商务英语教学英语翻译论文英美文学英语语言学文化交流中西方文化差异英语论文范文英语论文开题报告初中英语教学英语论文文献综述英语论文参考文献

ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter

澳大利亚论文英国论文加拿大论文芬兰论文瑞典论文澳洲论文新西兰论文法国论文香港论文挪威论文美国论文泰国论文马来西亚论文台湾论文新加坡论文荷兰论文南非论文西班牙论文爱尔兰论文

小学英语教学初中英语教学英语语法高中英语教学大学英语教学听力口语英语阅读英语词汇学英语素质教育英语教育毕业英语教学法

英语论文开题报告英语毕业论文写作指导英语论文写作笔记handbook英语论文提纲英语论文参考文献英语论文文献综述Research Proposal代写留学论文代写留学作业代写Essay论文英语摘要英语论文任务书英语论文格式专业名词turnitin抄袭检查

temcet听力雅思考试托福考试GMATGRE职称英语理工卫生职称英语综合职称英语职称英语

经贸英语论文题目旅游英语论文题目大学英语论文题目中学英语论文题目小学英语论文题目英语文学论文题目英语教学论文题目英语语言学论文题目委婉语论文题目商务英语论文题目最新英语论文题目英语翻译论文题目英语跨文化论文题目

日本文学日本语言学商务日语日本历史日本经济怎样写日语论文日语论文写作格式日语教学日本社会文化日语开题报告日语论文选题

职称英语理工完形填空历年试题模拟试题补全短文概括大意词汇指导阅读理解例题习题卫生职称英语词汇指导完形填空概括大意历年试题阅读理解补全短文模拟试题例题习题综合职称英语完形填空历年试题模拟试题例题习题词汇指导阅读理解补全短文概括大意

商务英语翻译论文广告英语商务英语商务英语教学

无忧论文网

联系方式

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:10817

论文字数:2000论文编号:org201710131513545433语种:英语 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。

共 1/5 页首页上一页12345下一页尾页

英国英国 澳大利亚澳大利亚 美国美国 加拿大加拿大 新西兰新西兰 新加坡新加坡 香港香港 日本日本 韩国韩国 法国法国 德国德国 爱尔兰爱尔兰 瑞士瑞士 荷兰荷兰 俄罗斯俄罗斯 西班牙西班牙 马来西亚马来西亚 南非南非