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Essay / Research Paper Abstract
This 7 page paper looks at an argument that a university course in international HRM is no longer needed as the different and pressures that were once important have become less influential. The paper looks at the arguments for and against and considers cultural issues before concluding that international HRM courses are still needed. The bibliography cites 12 sources.
Page Count:
7 pages (~225 words per page)
File: TS14_TEintHRMcor.rtf
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Unformatted sample text from the term paper:
across different countries with different cultures. It may be argued that as the global environment changes the needs of human resources also changes. It has been argued that there are
fewer pressures than ever before for international HRM, the proposal given is that collective bargaining hardly ever takes place, that there is a fair gap between executive pay and employees
and that with harsh economic conditions it just needs to be accepted that some employees will loose their jobs, and that nothing can be done about it. When looking at
these assertions there are some accurate points, collective bargaining is decreasing which may also be seen as part of a more general patterns of HRM convergence that has been observed,
there are harsh economic conditions and jobs will be lost, however the argument suggesting that there is a fair gap between executive and shop floor work pay is more controversial.
But, the question is do these influences result in a lesser need for international HRM courses and understanding, or do shift the type of content that needs to be considered.
If the way that human resources is managed is the same in all countries and there is increasing convergence of HRM practices then it is HRM rather than international
HRM that may need to be studied by further HRM managers as it is certain that international organization are going to continue international operations. But, there is some evidence of
convergence of HRM practices taking place. 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,
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