What are the differences between international and comparative human resource management?
Mariam Peyton is a professional Financial Analyst. She holds a Masters degree in Economics. She specialises in financial analysis and forecasting. Her expertise includes studying the financial performance of companies, markets and entire industries looking for trends, insights and information that can help you glean rich insights for use in academic and market research.
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This assignment examines the differences between international and comparative human resource management.
The development and globalization of international trade have resulted in firms expanding their operations extensively thus the coming into force of new markets such as China, India, South East Asia, and Latin America. With this development, there has been an increase in competition amongst organizations both at national and international levels. Managing a workforce with cross-cultural skills, competencies, and demographic characteristics is very challenging since managers cannot rely on human resource management models. Citing the article titled “Human Resource Management in the Multinational Company by Robert L. Desatnick, and Margo L. Bennett”, a number of businesses underrate the difficulties faced by international operations. There is proof showing that a number of businesses that have failed attribute it to poor management of human resources. Because of these issues, practitioners have encouraged the use of comparative human resource management. For the purpose of maximizing cross-national management competencies, there is a need to appreciate how employees in different national situations reply to related ideas within their specific purposes. International Human Resource Management refers to Human Resource Management issues, functions, policies and practices resulting from the strategic activities of Multinational Enterprises. It deals primarily with issues and problems related to the globalization of capitalism. It is comprised of similar elements as domestic HRM but its management is more complex as to the diversity of national perspectives.
Comparative Human Resource Management refers to an efficient technique of investigation aiming to expound on the arrangements and differences faced in cross-national HRM.
The primary difference between the two is that International HRM focuses more on issues connected to the management of employees across national borders in multinational corporations whereas Comparative HRM is largely concerned with the management of HR practices across countries.
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What are the differences between international and comparative human resource management? A Case Study
Key Learning Outcomes
By the end of the case, students should be able to:
- Understand the meaning of international human resource management and comparative human resource management
- Discuss differences between international and comparative human resource management
- Apply examples to demonstrate the difference between international and comparative human resource management
1.0 INTRODUCTION
Currently, the global economy has greatly been integrated internationally as a result of globalization. Several business are growing their markets internationally so as to increase their presence and later their productivity with the first stage they experience being the revolutionary stage. There is no doubt that for an organization to be successful and have an effective competitive advantage, it ought to employ effective human resource management. This assignment is going to answer the key questions regarding this topic such as; what is meant by international HRM? Why is international and comparative HRM important? What is comparative human resource management? Among so many other concepts underlying these concepts of HRM.
International Human Resource Management refers to HRM issues, functions, policies, and practices resulting from the strategic activities of Multinational Enterprises. It may also be defined as the Human Resource practices and activities involved in the management of a global workforce.
It encompasses all Human Resource practices involved in managing a global workforce. IHRM comprises similar elements as domestic human resources but the difference here is that the latter is more complex in terms of management because of the diversity of national environments. In essence, international human resource management is mandated to ensure that an organization gains success in its global ventures. IHRM is concerned with four major activities namely; recruitment and selection, training and development, compensation, and repatriation of expatriates.
On the other hand, Comparative Human Resource Management refers to an efficient technique of investigation aiming to expound on the arrangements and differences faced in cross-national HRM. It largely deals with the management of Human Resource practices across countries.
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