By Tony Edwards
This fascinating new textual content tackles the problems raised by means of cross-national variations in HRM kinds. particularly, it identifies a few issues: the which means of globalization and the level to which it's a novel phenomenon; the demanding situations to nationwide traditions; the way many key matters inside foreign HRM are contested; and the level to which switch in nationwide structures is obvious. The ebook is divided into 2 components and those subject matters underlie the therapy of the content material of the publication. the 1st a part of the booklet examines the context of foreign HRM via an exam of the method of globalization and the origins of the individuality of nationwide enterprise structures. the second one half is worried with specific concerns in terms of multinational businesses, corresponding to how and why they move practices throughout operations in several nations. moreover, this half tackles HR matters in overseas context, reminiscent of administration improvement, pay and gift, and recruitment and choice. This booklet will entice undergraduates taking foreign HRM classes, these taking Masters courses in HRM and MBA scholars. it can even be used as supplementary studying for comparative business kinfolk classes that characteristic multinational businesses.
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Extra info for International Human Resource Management: Globalization, National Systems & Multinational Companies
However, the US managers did not implement this practice. The principal reason appeared to be that they were concerned that it would upset the carefully constructed climate of employment relations in the domestic plants. Imco is one of a number of large US firms that Jacoby (1997) describes as ‘welfare capitalist’, a key characteristic of which is a fierce ideological commitment to keeping unions out of the plant. One way in which they do this is by ensuring that their own pay system compares favourably with unionized sites belonging to other firms.
The internationalization strategies of MNCs can bring about significant changes in the domestic business system, but they only tend to do so under a set of particular circumstances. They can also impact upon host business systems, although here their influence is mediated by local institutions and agencies, and the more cohesive and resilient these are (as in Sweden, for example) the less the system is likely to change as a result of foreign firms developing a significant presence. Globalization is, then, less significant in its scale and consequences than some enthusiasts claim.
In fact, many goods and services are produced through integrated global ‘chains’ of firms across a number of different countries (Gereffi 1999). Perhaps most notable of all is the increasing domination of the international economy by MNCs. These firms are commonly portrayed as ‘stateless’ economic actors that behave qualitatively differently from more nationally-based competitors (Bartlett and Ghoshal 1998; Doz and Prahalad 1993; Hedlund 1993). Together with the expansion of international trade and growth of international capital markets, the increasing power of MNCs has been linked to the emergence of a ‘borderless world’ in which national boundaries and the states controlling them have less economic significance than the decisions of transnational business elites and financial markets.
International Human Resource Management: Globalization, National Systems & Multinational Companies by Tony Edwards