Assignment 1_AWhitaker_BUS325 - Whitaker 1 Assignment 1 HRM...

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Whitaker 1Assignment 1: HRM in an MNEAdrion WhitakerDr. Daniel C. FrostBUS-325 Global Human Resource Mgmt.April 30, 2014
Whitaker 2Global human resource management varies from domestic human resource management in many ways. The differences highlight the specific knowledge that must be obtained prior to taking that step into the world of globalized business. There are some commonalities in IHRM and domestic HRM practices, particularly in areas like; HR planning and staffing, recruitment and selection, appraisal and development, rewards, etc. the main distinctions, however, lies in thefact that while domestic HRM is involved with employees within only one national boundary, IHRM deals with three national or country categories, i.e., the parent country where the firm is actually originated and headquartered; the host country where the subsidiary is located; and other countries from where the organization may source the labor, finance or research and development. Global human resource management because of the complications faced must be more involved in the personal lives of employees. Furthermore, there is much more risk involvedin global human resource management than in domestic relations because of the extreme diversity and the potential for failure with respect to the varying countries within which a company operates. The diversity of the countries within which a company operates can create extreme difficulty because of the varying cultures and institutional operating procedures. Domestic human resource management solely involves a single country and those employees arefamiliar with their own culture and institutional operations. Standardization has become increasingly popular in a world in which businesses operate on a global level instead of on a domestic level. The explosion of globalization has created a further need for standardization. The factors driving this movement are the need for alignment and the simplicity of consistency. “Human resources alignment means integrating decisions about people with decisions about the results an organization is trying to obtain. By integrating human resources management (HRM) into the agency planning process, emphasizing human
Whitaker 3resources (HR) activities that support broad agency mission goals, and building a strong relationship between HR and management, agencies are able to ensure that the management of human resources contributes to mission accomplishment and that managers are held accountable for their HRM decisions” (U.S. Office of Personnel Management, 1999). Aligning the human resource practices with a company’s strategy, mission, and values allows for smoother running operations. Furthermore, this step can increase productivity by ensuring the right people are in the right place at all times meeting the mission, values, and goals of the company. This factor is driving standardization because a company typically seeks to create a consistency among its

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