英语论文网

本研究的目的是分析和评估当前业务实践如何促进和鼓励企业采取更多国际人力资源管理的角度。本研究的范围很广,它涵盖了主流商业环境的各个方面,反映了人力资源管理的国际化的需要。世界已经成为一个地球村和商业组织,像跨国公司的全球化的过程中发挥了关键作用所定义的“强烈的全球化支持者”其中Korten(1995)和Ohame(1990),“国家和地区经济正由一个新的全球经济协调和控制的系统竞争和战略选择组织在全球水平”。

我们都明白,所有的业务问题的世界想要成长,同时他们希望降低其产品和服务的成本。同时组织想要获取更多的市场的世界为了最大化利润和切断他们的成本。为了实现这一目标,公司发展他们的业务设置在其他国家有巨大的消费市场或廉价的劳动力和原材料。这需要动态的人力资本为了成功在不同的市场运作。以及当公司搬到多样化的全球市场,国内人力资源管理未能处理人力资本的问题,因为不同的商业环境和有影响的因素和商业环境的影响。这需要在国际人力资源管理设置。现阶段国际人力资源管理来解决所有的问题在国际背景和人力资源招聘,培训和有效利用人力资源在一个跨国公司被称为“国际人力资源管理”。

The purpose of this study to analyze and asses that how current business practices contribute and encourage firms to take more international perspective of human resource management. The scope of this study is very wide and it covers all aspects of prevailing business environment that reflect the needs of internationalization of human resource management. The world has become a global village and business organization like MNC's have played a pivotal role in the process of globalization as defined by 'strong globalists' of whom Korten (1995) and Ohame (1990), 'national and regional economies are becoming dominated by a new global system of economic co-ordination and control in which competition and strategic choices are organized at global level'.

It's understood that all the business concerns of the world want to grow and at the same time they want to reduce the cost of their products and services. And at the same time organizations want to capture more and more markets of the world in order to maximize their profits and cut off their cost. In order to achieve this objective, companies develop their business setups in other countries where there are either big consumer markets or cheap workforce and raw materials. This requires dynamic human capital in order operate successfully in different markets. And at the points when companies move to diverse markets around the globe, the domestic human resource management failed to handle the issues of human capital because of different business environment and the factors that have influence and affect on that business environment. This needs to manage human resources in international settings. At this stage international human resource management comes to solve all the issues related to human resources in international context and process of recruiting, training and effectively utilizing human resources in a multinational corporation is referred to 'International Human Resource Management'. Boxal (1995: 5) defines international human resource management as being 'concerned with the human resource problems of multinational firms in foreign subsidiaries (such as expatriate management) or, more broadly, with the unfolding HR issues are associated with the various stages of internationalization process'.

Briscoe and Schuler (2004) states that 'the field of IHRM is about understanding, researching, applying and revising all human resource activities in their internal and external contexts as they impact the process of managing human resources in enterprises throughout the global environment to enhance the experience of multiple stakeholders, including investors, customers, employees, partners, suppliers, environment and society'. Sims (2002) defines International Human Resource Management as 'the process of procuri本论文由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。