Impact of Globalization on Human Resource Management

  • Manna Akter Lina Assistant Professor, Department of Business Administration, Dhaka City College, Dhaka, BANGLADESH
Keywords: Human Resource Management, Globalization, Multinational Company, Cultural Diversity, Global Competitiveness, Global Workforce

Abstract

Globalization has a most important implication for human resource management practice in general. For some, globalization creates pressures for taking best, a transferable set of HRM practices that can spread around the world. It is a force that touches the lives of people living in all countries of the world. In the age of globalization, there is an opportunity to enter new markets, to improved job opportunities and higher remuneration for skilled employees. The challenges are equally numerous. Organizations need to deal with a mature workforce; and they must attract, integrate and maintain multicultural employment pools; human rights and business practices to be successful. The shortage between the demand and supply of talent is likely to increase, notably for high skilled employees and for the next generation of business executives. Global staffing and management of the workforce effectively in diverse culture are the key goals of global human resources. Organizations that manage these challenges effectively will find success and improve the lives of human resources throughout the world.

 

Downloads

Download data is not yet available.

References

Albrow, Martin; King, Elizabeth (1990). Globalization, knowledge, and society: readings from International sociology. Sage Publications. ISBN 978-0-8039-8323-6.

Aswathappa, K. (2000). Human resource and Personnel Management, New Delhi: Tata Mcgraw Hill Publishing Company Limited, p.189)

Bhattacharyya D.K. (2010). Human Resource Management, New Delhi: Excel Books.

Bronfenbrenner, K. (2000). UneasyTerrain: the Impact of Capital Mobility on Workers, Wages, and Union Organizing, Commissioned Research Paper for the US Trade Deficit Review Commission

Brown A. (1995, 1998). Organisational Culture. (2nd ed). Pitman Publishing. Pp. 9, 33, 176.

Buchanan, D. (1979). The Development of Job Design Theories and Techniques. New York: Praeger Publishers

Chaykowski, R. P., and A. Giles. (1998). Globalization, work, and industrial relations, Industrial Relations, 53(2):3-12.

Cooke, W. N. (2007). Integrating Human Resource and Technological Capabilities: The Influence of Global Business Strategies on Workplace Strategy Choices, Industrial Relations 46(2):241-270.

Delery, J.E. and Doty, D.H. (1996), “Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions,†Academy of Management Journal, Vol. 39 No. 4, pp. 802-835.

Dessler G. (2005). “Human Resource Management,†Tenth Edition, Pearson Prentice Hall, ISBN No. 0-13-127677-8, p. 4.

French W. L. (1997). “Human Resource Management†Third Edition, Houghton Mifflin Company, U.S.A. ISBN No. 0-395-47278-4 pp. 44-63

Frenkel, S. J., and D. Peetz. (1998). Globalization and Industrial Relations in East Asia: A Three-country Comparison, Industrial Relations, 37(3):282-310.

Friedman T.L. (2004) The World is Flat New York: Farrar, Straus, and Giroux

Grove C.N. (2005). Worldwide Differences in Business Values and Practices: Overview of GLOBE Research

Ham, H. and M. M. Kleiner. (2007). Do industrial relations institutions influence foreign direct investment? Evidence from OECD nations, Industrial Relations, 46(2):305-328.

Heller, Frank, Pusic, Eugen, Strauss, George and Bernhard W. (1998). Organizational Participation: Myth and Reality, Oxford University Press, USA. p-15

Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C. (2012), “How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms,†Academy of Management Journal, Vol. 55 No. 6, pp. 1264-1294.

MacDuffie, J.P. (1995), “Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry,†Industrial and Labor Relations Review, Vol. 48 No. 2, pp. 197-221.

Mondy R. W., Noe R. M., and Premeaux S. R. (1999). “Human Resource Management†Seventh Edition, Prentice Hall International, Inc., ISBN 0-13-096201-5.

Murlis, Armstrong M. & Helen (2004). Reward management: a handbook of remuneration strategy and practice (5th ed.). London [u.a.]: Kogan Page. ISBN 978-0749439842.

Pfeffer, J. (1994) ‗Competitive Advantage Through People’ Boston Mass.: Harvard Business School Press

Pfeffer, J. (1998), The Human Equation: Building Profits by Putting People First, Harvard Business School Press, Boston, MA.

Prahalad, C.K. (1983) Developing Strategic Capability: An Agenda for Top Management, Human Resource Management, 22: 237-54

Rao P. (2010). Human Resource Management (Text and Cases). Mumbai: Himalaya Publishing House

Slaughter, M. J. (2007). Globalization and Declining Unionization in the United States, Industrial Relations, 46(2):329-346

Subramony, M. (2009), “A meta-analytic investigation of the relationship between HRM bundles and firm performance,†Human Resource Management, Vol. 48 No. 5, pp. 745-768.

Walsworth, S. and A. Verma. (2007). Globalization, Human Resource Practices, and Innovation: Recent Evidence from the Canadian Workplace and Employee Survey, Industrial Relations 46(2):222-240.

--0--

Published
2018-04-23
How to Cite
Lina, M. A. (2018) “Impact of Globalization on Human Resource Management”, Global Disclosure of Economics and Business, 7(1), pp. 51-62. Available at: http://i-proclaim.my/archive/index.php/gdeb/article/view/442 (Accessed: 14October2019).
Section
Articles