دانلود رایگان مقاله مقایسه مدیریت بین المللی منابع انسانی

Abstract

There are numerous under-researched topics that fall under the umbrella of comparative international human resource management (IHRM) theory and practice. We address three in particular: talent management (TM), international mobility, and diversity. The degree of convergence of HR practices with Western-style so-called “best practices” is a topic of much dispute. We argue that sociocultural and institutional factors are critical determinants of HR practices, and we underscore the importance of the sociocultural context in IHRM. The reality unfolding is that of multiple factors, not exclusive to international best practices, playing a role in the development of HR practices in various international contexts.

4. The future of comparative international human resource management

Whether we have a global HRM versus region-specific model of HRM (North American model, European model, Asian model, Middle Eastern model, Nordic model, etc.) will remain an important question in the coming years. Where national systems meet and where they part, both in theory and in practice, and how this impacts organizations, should be investigated more closely. HRM work published in languages other than English in various parts of the world might give us some clues in answering this question. More research is needed in under-represented regions of the world such as the Asian, African, and Latin American contexts. Researchers whose work entails investigating work practices in non-Western contexts need to share their perspectives of HRM within their own contexts comparing/contrasting the different HRM models. These issues need to be addressed at the micro (i.e., individual and group) level with openness to the meso and macro (organizational and societal) levels of analysis with an appreciation given to the interplay across levels.