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International HRM together with the context of global economy It would be very easy to consult with global human resource management as little over HRM on a national scale using a few extra features that indeed similarities in the function of human resource management within national and international organizations; however, there are also some significant differences, not the least of which will be the development and deployment of staff in different regional and national locations across the globe. The somewhat overused maxim encouraging the critical to 'think globally and act locally', if nothing else, exemplifies the importance of studying the management of international organization at two, occasionally distinct, levels. The first of these may take the form of a management strategy based upon the theories of standardization and universalism where the principal aim is to create a management culture that is recognizable to a certain business whereby it operates around the planet. The next degree of strategy may entail taking various approaches to management in different locations around the world. This second approach may be especially significant where there are important cultural differences, caused by national and organizational culture, between one location and another. The function of the global human resource manager is, therefore, that of establishing the tone of direction for the business as it conducts business throughout the globe determined upon ethnic variation and range and marketplace demands from 1 area to another. Put maybe more theatrically, the international human resource manager is the conscience of this global firm. （Wildish,C.2002,pp.207-208） 'Globalization' was defined as the process by wh...