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Essay / Research Paper Abstract
This 5 page paper is written in two parts. The first part discusses the extent to which globalization and the activities of MNCs are likely to result in the global convergence of HRM practices. The second part of the paper considers how the 'Country of origin' effect acts to shape the HRM practices within individual companies. The bibliography cites 4 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEconverghrm.rtf
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Unformatted sample text from the term paper:
in development and improve standards of living. In the commercial world, one way that values are changing and spreading is with the way human resource management and human resource development
it taking place. When an intentional firm moves to a new country it is unsurprising that many aspects of corporate culture and practice are brought with the firm and are
seen in the new locations. However, the influences in culture and practices are not one way; these are bilaterally and in many cases the resulting hybrid culture where there is
the potential to take best practice from different elements of HRM, which starts to lead towards a form of global HRM convergence (Ruona and Gibson, 2005). Convergence tends to
occur as many theories of HRM focus on the one best way, this has been seen through the development of HRM as a discipline, from the work of Taylor through
to the development of the human relations school of thought with Mayo (Huczynski and Buchanan, 2007). Kerr (et al, 1960, quoted Pudelko, 2005) has argued that there is both a
logic of industrialization that is complimented by an accompanying logic of the development of organizations and management with firm moving towards convergence through taking up and adapting to what is
deemed to be best practice. HRM has reflected many different management models where the one best way has been proliferated throughout all the organization, from processes from production to
company structure, this has included the HRM function, which it may be argued has the most dominant influence from the practices of the originating firm/organization. However, there is also
a large and undisputed body of evidence that HRM practices have a significant impact on the way a firm operates, including elements such as motivations and productivity and is a
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