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This 9-page paper discusses whether human resource management strategies can be applied to international corporations. Bibliography lists 8 sources.
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9 pages (~225 words per page)
File: AS43_MThrmmulti.rtf
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training and retaining the right people for the right jobs. Along those lines, there has been some discussion, especially in the literature, about whether the concept of HRM can be
transferred globally. At first blush, the answer might seem to be no - workforce cultures are so different in various parts of the world, and some might not tgake too
kindly to the concept of HRM. This could especially be the case in very union-heavy countries, in which the collective, rather than the company, holds sway over the workforce.
The question we need to ask ourselves here, then, is whether HRM strategies can be used in an international sense - whether multinational
companies can apply such strategies to their particular workforces and help boost a companys competitive advantage. HRM - A Definition Before
we discuss whether HRM techniques can be transferred to other parts of the world, it would first be helpful to discuss HRM in a general concept, and determine what it
is and what it means. At one time, the human resources department was known as the "personnel" department. It was here where the
initial interviews took place, the weeding-out process, so to speak. It was also here where the new hire would stop his or her first day, to fill out the necessary
tax, benefits and other paperwork. Then, unless the employee got into some kind of trouble, he or she wouldnt set foot in the personnel department until it came time to
leave the company. The employee might see the personnel director at various corporate functions, but that would be about it. The personnel department was considered the place of employee forms,
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