HUMAN RESOURCE MANAGEMENT (HRM) IN THE GLOBAL
PERSPECTIVE: THEORY AND PRACTICE.
INTRODUCTION
Human Resource Management (HRM) is ubiquitous in terms of strategies,
policies and processes. This term has gradually replaced human resource
management. The management and development of human resources in an
international (global) framework is increasingly seen as a central challenge,
especially for multinational enterprises (MNEs). Human Resource
Management is both an academic theory and a business practice that deals
with the theoretical and practical techniques of workforce management.
While the theoretical aspects of the discipline may be omnipresent, so too is
the practice. The article defines human resource management, the theoretical
foundations of industry, business practice, and global or international human
resource management. The article then focuses on the global perspective or
issues in the international practice of human resource management.
HUMAN RESOURCE MANAGEMENT
Human resource management is a cohesive and strategic approach to
managing an organization's most valuable asset – the people who work there
and the people who, individually and collectively, contribute to the
achievement of its goals. the company. The terms human resource
1
, management (HRM) and human resources (HR) have largely replaced the
term people management as a description of the processes involved in
leading people in the organization. Human resource management can also be
defined as the function within the organization that focuses on the
recruitment, management and direction of the people who work in the
organization. As an agent of change, he is concerned with the nature and
regulation of the employment relationship at the level of the workplace and
society at large. The human resource management model emphasizes.
• The need to look for new ways of working
• The central role of management in driving change
• Treat employees as individuals rather than as part of a collective workforce
• Encourage employees to view management as "partners" rather than
adversaries - "us and us" rather than "us and them".
THEORY
Theoretical discipline is primarily based on the assumption that employees
are individuals with different goals and needs, and as such they are not to be
viewed as core business assets, such as trucks and filing cabinets. He has a
positive view of employees, assuming that virtually everyone wants to
contribute productively to the company and that the main obstacles to their
efforts are lack of knowledge, insufficient training and process failure. It is
2
PERSPECTIVE: THEORY AND PRACTICE.
INTRODUCTION
Human Resource Management (HRM) is ubiquitous in terms of strategies,
policies and processes. This term has gradually replaced human resource
management. The management and development of human resources in an
international (global) framework is increasingly seen as a central challenge,
especially for multinational enterprises (MNEs). Human Resource
Management is both an academic theory and a business practice that deals
with the theoretical and practical techniques of workforce management.
While the theoretical aspects of the discipline may be omnipresent, so too is
the practice. The article defines human resource management, the theoretical
foundations of industry, business practice, and global or international human
resource management. The article then focuses on the global perspective or
issues in the international practice of human resource management.
HUMAN RESOURCE MANAGEMENT
Human resource management is a cohesive and strategic approach to
managing an organization's most valuable asset – the people who work there
and the people who, individually and collectively, contribute to the
achievement of its goals. the company. The terms human resource
1
, management (HRM) and human resources (HR) have largely replaced the
term people management as a description of the processes involved in
leading people in the organization. Human resource management can also be
defined as the function within the organization that focuses on the
recruitment, management and direction of the people who work in the
organization. As an agent of change, he is concerned with the nature and
regulation of the employment relationship at the level of the workplace and
society at large. The human resource management model emphasizes.
• The need to look for new ways of working
• The central role of management in driving change
• Treat employees as individuals rather than as part of a collective workforce
• Encourage employees to view management as "partners" rather than
adversaries - "us and us" rather than "us and them".
THEORY
Theoretical discipline is primarily based on the assumption that employees
are individuals with different goals and needs, and as such they are not to be
viewed as core business assets, such as trucks and filing cabinets. He has a
positive view of employees, assuming that virtually everyone wants to
contribute productively to the company and that the main obstacles to their
efforts are lack of knowledge, insufficient training and process failure. It is
2
