Human Resources Management IIA by ProfessorBurgerQueen
International HRM and the Global Economy
- When it comes to globalisation, outside forces act on an organisation:
- Culture
- Society
- Politics
- Economy
- Environment
- Traditionally, HR managers are involved with employment legislation, industrial
tribunals, and trade unions at a functional level
- Factors affecting the supply, cost, and quality of available employees:
- Government
- Economics
- Social security
- Education and training
- International competition, strategic alliances, and supranational organisations, such
as the European Union, are exercising increasing influence on people management
- Globalisation is a term used to describe the growing interdependence of the world’s
economies and populations, brought about by cross-border trade in goods and
services, technology, and flows of investment, people, and information
- This process has been fostered by trans-national or multinational companies.
Such organisations are free to switch resources and production from one
country to another
- Typically this is done to maximise the benefit of greater skills availability and
lower employee costs
- The insecurity thesis sees that employment in developed countries has become more
insecure or unstable in the sense that both continued employment and the levels of
remuneration have become less predictable and contingent on factors which lie
beyond the employees’ control
- The 5 organisational drivers influencing development of international HRM:
- Efficiency orientation
- Global service provision
- Information exchange
- Core business processes
- Localisation of decision-making
International HRM and the Global Economy
- When it comes to globalisation, outside forces act on an organisation:
- Culture
- Society
- Politics
- Economy
- Environment
- Traditionally, HR managers are involved with employment legislation, industrial
tribunals, and trade unions at a functional level
- Factors affecting the supply, cost, and quality of available employees:
- Government
- Economics
- Social security
- Education and training
- International competition, strategic alliances, and supranational organisations, such
as the European Union, are exercising increasing influence on people management
- Globalisation is a term used to describe the growing interdependence of the world’s
economies and populations, brought about by cross-border trade in goods and
services, technology, and flows of investment, people, and information
- This process has been fostered by trans-national or multinational companies.
Such organisations are free to switch resources and production from one
country to another
- Typically this is done to maximise the benefit of greater skills availability and
lower employee costs
- The insecurity thesis sees that employment in developed countries has become more
insecure or unstable in the sense that both continued employment and the levels of
remuneration have become less predictable and contingent on factors which lie
beyond the employees’ control
- The 5 organisational drivers influencing development of international HRM:
- Efficiency orientation
- Global service provision
- Information exchange
- Core business processes
- Localisation of decision-making
