INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Final Assessment Info
Consider the following quote:
‘Post-Cold War globalisation is driven by free-market capitalism and the questionable idea that the more a country opens up its markets to free trade, the healthier its economy will become… The result of the globalisation of markets is that goods, services, and ideas from all over the world are making their way into other cultures’ (Ferraro and Briody, 2017, pp.2−3).
Now, with specific regards to national employment and HR systems, critically compare and contrast arguments in favour of and against the notion that patterns of HRM are likely to converge as multinational corporations extend their influence and globalisation reduces the difference between nation states.
Assignment details and instructions
You are expected to critically analyse, by providing evidence and examples, the extent to which HR patterns around the world are becoming more similar or whether specific HR patterns will be associated with specific countries because of the idiosyncratic historical, societal, economic and political context of the country. Keep in mind that this is a debate and the answer is not black or white.
You need to examine evidence from a variety of studies that point to either divergence or convergence and critically assess what these studies are actually implying (i.e. the level and type of convergence). You should also discuss and analyse the forces that could possibly push for convergence, as well as the factors that can prevent it from taking place and support the path-dependency view.
Moreover, you should also demonstrate an understanding of the role multinational corporations play in this process, as well as of the ethical considerations embedded in this debate. Use of specific examples, of either host countries or multinational corporations, will strengthen your arguments and help you provide a more in-depth analysis.
References for the assignment
- Sparrow, P., Schuler, R. and Jackson, S. (1994) Convergence or divergence: Human resource practices and policies for competitive advantage worldwide, International Journal of Human Resource Management, 5. 267-299.
- Haak-Saheem, W. and Festing, M. (2020) Human resource management – a national business system perspective, The International Journal of Human Resource Management, 31:14, 1863-1890.
- Brewster, C. (2007) Comparative HRM: European views and perspectives, The International Journal of Human Resource Management, 18:5, 769-787.
- Chiang, F.F.T., Lemański, M.K. and Birtch, T.A. (2016). The transfer and diffusion of HRM practices within MNCs: lessons learned and future research directions. The International Journal of Human Resource Management, 28(1), pp.234–258.
- Bjorkman, I. and Lervik, J.E.B. (2007) Transferring HR Practices Within Multinational Corporations, Human Resource Management Journal, 17 (4), pp.320−335.
- Gamble, J. (2003) Transferring human resource practices from the United Kingdom to China: the limits and potential for convergence, International Journal of Human Resource Management, 14:3, 369-387.
- Brewster, C. (2007) Comparative HRM: European views and perspectives, International Journal of Human Resource Management, 18 (5), pp.769−987.
- Tayeb, M. (1998) Transfer of HRM Practices Across Cultures: An American company in Scotland, International Journal of Human Resource Management, 9 (2), pp.332−358.
- Edwards, T. and Kuruvilla, S. (2005) International HRM: National business systems, organizational politics and the international division of labour in MNCs, International Journal of Human Resource Management, 16 (1), pp.1−21.
- Haller, A.-P. (2016). Globalisation, Multinational Companies and Emerging Markets Available at: http://www.ecoforumjournal.ro/index.php/eco/article/viewFile/277/183 [Accessed 1 Dec 2020].
- Levitt, T. (1983). The Globalization of Markets. Harvard Business Review. Available at: https://hbr.org/1983/05/the-globalization-of-markets. [Accessed 1 Dec 2020].