Human Resource Management history Assignment Example | Topics and Well Written Essays - 1500 words

Human Resource Management history - Assignment ExampleAcademics have responded positively to meet the challenges raised by the globalization of business by investigating a number of issues and problems link up to inter topic business. They have attempted to examine management from a cross-national viewpoint. This comparison of HRM policies and practices at a national level helps to test the convergence-divergence thesis. The typical questions pursued by comparative researchers are (1) how is HRM structured in individual countries. (2) What strategies are discussed (3) What is put into practice (4) What are the similarities and differences (5) What is the influence of national factors such as culture, government policy, and raising systemsThis paper assumes that the group members are not in close proximity to each other and the team leader might not always be in the same place as the team. The cross-cultural team consists of at least three different nationalities, with peerless m ember from the UK, one from South Asia and one from Eastern Europe. This paper also assumes that members of the team will differ in the three major set of power distance, uncertainty avoidance and adult male orientation.StrategiesBoth tangible and intangible dimensions of human resources are meaty in developing a global competitive personnel profile that is unique, valuable, difficult to replicate, and provides the organization with a sustainable competitive advantage. Tangible human resource dimensions relate to the process, procedures, and systems established to identify, select, train, motivate, and retain the most competent personnel in the organization. Alternatively, intangible dimensions of human resources include the culture, learning capability, innovativeness, and collective action of the employees. Leveraging a firms internal resources across its global network requires competent boundary-spanning managers developed within the firms strategic global human resource man agement (SGHRM) system. Performance management requires managers to review regularly, with their teams and the individuals reporting to them, performance in relation to concord objectives, the factors that have affected performance and the development and training needs that emerge from this analysis.Expatriates, having been socialized and developed in the headquarters, possess an intimate knowledge of the firms internal resources, both in terms of their tangible and intangible dimensions, therefore, it is proposed mesmerism 1. If the firms internal resources are critical for creating and sustaining a competitive advantage against rivals in a foreign market, so the global organization will assign management of that