, International HRM
Week 1: Globalization and International HRM (chapter 4)
Major perspectives:
• Comparative HRM = national HRM systems
• Cross-cultural management = organizational behavior in internationals
context, cultural differences
• International HRM = HRM policy and practice in organizations
Drivers of globalization:
• Decreased trade barriers through trade agreements and treaties
o EU, NAFTA, WTO)
• Search for new markets and reduced costs
• Rapid and extensive global communication and education
o Social media, television, publications, movies
• Rapid development and transfer of new technology, including improved
transportation
o Shorter product-life cycles
• Increased travel and migration, exposure to new countries and cultures
• E-commerce (ordering via internet)
• Homogenization of culture and customer demands
• Competitiveness of emerging market MultiNational Enterprises (MNES) and
Small and Medium Enterprises (SMeS)
Integration = focused on worldwide Differentation = focused on customer
market needs
Operational integration Market demands
Strategic coordination Legislative demands
Multinational clients Political demands
International HRM approaches
• Universalist paradigm = the existence of best practices in HRM that can be
applied successfully worldwide (only differences made by headquarters if it’s
in the law)
• Contextual paradigm = building on the notion (begrip) that there might be
some general best principles in HRM, but the organizational context
determines the nature of the specific HR practice.
o Local preferences, legalization, market
Dominant social institutions
• staat
• Financieell systeem
• Systeem education & training
• Netwerk van ondernemersverenigingen
• Systeem medewerker relaties
Week 1: Globalization and International HRM (chapter 4)
Major perspectives:
• Comparative HRM = national HRM systems
• Cross-cultural management = organizational behavior in internationals
context, cultural differences
• International HRM = HRM policy and practice in organizations
Drivers of globalization:
• Decreased trade barriers through trade agreements and treaties
o EU, NAFTA, WTO)
• Search for new markets and reduced costs
• Rapid and extensive global communication and education
o Social media, television, publications, movies
• Rapid development and transfer of new technology, including improved
transportation
o Shorter product-life cycles
• Increased travel and migration, exposure to new countries and cultures
• E-commerce (ordering via internet)
• Homogenization of culture and customer demands
• Competitiveness of emerging market MultiNational Enterprises (MNES) and
Small and Medium Enterprises (SMeS)
Integration = focused on worldwide Differentation = focused on customer
market needs
Operational integration Market demands
Strategic coordination Legislative demands
Multinational clients Political demands
International HRM approaches
• Universalist paradigm = the existence of best practices in HRM that can be
applied successfully worldwide (only differences made by headquarters if it’s
in the law)
• Contextual paradigm = building on the notion (begrip) that there might be
some general best principles in HRM, but the organizational context
determines the nature of the specific HR practice.
o Local preferences, legalization, market
Dominant social institutions
• staat
• Financieell systeem
• Systeem education & training
• Netwerk van ondernemersverenigingen
• Systeem medewerker relaties
