Approaches to Human Resource Management

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Recommended: The demands of international human resource management

This paper includes the critical evaluation of one of the three approaches to International Human Resource Management with the help of proper academic research based on theoretical framework.

According to Storey, HRM has a very different approach to employment which looks for competitive advantage by strategic deployment of highly committed workers. Therefore, this includes structural, cultural and different personnel techniques. HRM includes many activities such as HR planning, staffing, training and development, compensations and benefits, labor relations and performance management.

According to Morgan, Many activities will change when Human Resource Management will go global based on the types of employees, countries where operations will be held and different human resource activities used. Whereas Desatnick and Bennet stated that, the complexities and issues in employment of different categories of workers and operating in different countries is the main variable that distinguishes local and international HR not the different human resource activities used.

There are many differences between International and Domestic Human Resource Management. Some of them were stated by Brewster and Bennet (2010). These include differences in laws and regulations, organizational structure, cultures, skills and performance management. Related to this, Harris, Brewster and Sparrow (2003+) has characterized three approaches of International Human Resource Management.

The first approach is cross cultural approach which focuses on human behavior in different organizations considering international perspective. The early work in this field was supported by Adler. The second approach emphasized on aspects of Human Resource Management in m...

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... and priorities of a person that will affect the way of managing human resources internationally. Hofstede in 2001 stated that it is necessary for managers to identify how workers will be affected culturally, when they will be affected and how can managers overcome the problems in an effective manner since cultural considerations have an impact on HR management.

To conclude this we can say that cultural environment is an essential variable that reduces differences between domestic and international human resource management. Research has shown that there are differences in values, beliefs, attitudes and cultural environments with the increase in internalization of employment. Therefore, in order to form a top management multicultural team having cultural expectations, strategic objectives and managing styles is necessary and can lead to success as stated by Roth.

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