The liberalized economy was responsible for creating a competitive environment which required prompt response in order to control and stabilize the sudden turbulence in the economy. It was crucial from both the perspective of organisations as well as the economy on the whole. Human resource management practices play a significant role in enhancing corporate performance (Som, 2008, p.1278). This report seeks to understand the factors which have evolved the role of the human resource departments in organisations in India, with emphasis on the labour laws in organisations. A discussion has also been provided pertaining to the system of education and training, trade unions, the system of collective bargaining and employer organisations. The project also speaks of the present trends and patterns of the human resource management practices in India. It provides a number of data and case studies of different organisations in the nation which highlights the different approaches in HRM. In this regard, the project also discusses the various problems and issues that organisations in the nation have been confronting with. Current patterns and trends in the approach to HRM in IndiaThe context of organisational success in India remains deeply rooted in the nation’s history and culture. The value system in society enriched with respect towards elders, the joint-family system, the trend of future savings as well as the British rule in India have impacted the development of the workplaces in India. The large agrarian society embeds the culture of hard work, labour dignity and the concept of sharing of responsibility which accounts for the key components of success of the firms in India. The nation’s democratic governance has enabled the policy makers and financial institutions for setting the foundation for the country’s success (Websu-kat, 2008, p.1). One of the most important points worth mentioning is that there have been huge investments made by the Government of the nation in the field of education and population control. Great investments coupled with assistance from the developed nations of the world have been the major factors in creating the nation’s value propositions in the international market. Together with its own set of strengths and weaknesses the nation is identified as one of the leading emerging economies in the world. It also has entered into trade relations with a number of nations in the world (Websu-kat, 2008, p.1). Few of the major determinants which make the Indian HRM different from the rest of the world are s follows: The culture in India is rooted deeply in its collective values which provides a tendency of maintaining collaboration in the place of
The project "International Human Resource Management" aims to explore and bring forth the various factors and determinants which have shaped the human resource management practices in organizations.The nation chosen for the study is India…
The discussion focuses on the importance of abiding by the international regulation by the MNEs. The MNEs should be cautious of not violating the regulations in order to ensure its sustainable existence in the country it is operating in. Therefore, the MNEs need to deal with the various issues or laws of the different operating countries along with special focus on the human resources properly.
The study tells that Australia enjoys 65% labor participation although there. The employment growth rate has been maintained at 2% per annum in the last two years. The country is recognized for improvements in its labor force leading to greater productivity in the last two decades. With regards to labor productivity per employed person, the country is ranked 11th globally.
This trend requires strategic management considering numerous variables to be confronted within an unpredictable business climate. In such phenomenon of uncertainty, innovation is required (Beinhocker, 1997). As such, human resource management should be strategized with sensitivity to uncertain future, of variegated change processes, and of competition inherent to this type of business (Manning, 1998).
Industrial relations 6 2.6. Managing international staff & Global performance reward 7 2.7. International HRM trends: Contemporary issues and ethical challenges 8 3. Recommendations 9 4. Conclusion 10 References 11 1. Executive Summary Marks and Spencer (M&S) is one of UK's leading retailers, headquartered in the City of Westminster, London.
The main objective of the international human resource management is to minimize the risks related to the global human resource (Czenter, 2002). International Human Resource Management also attempts to evade cultural risks along with regional differences.
This has raised new challenges for the managers. Companies face pressing needs of international human resource management (HRM) in the present age particularly with respect to recruitment, training, and compensation of the global employees. Differences between the countries affect the HRM processes of a company in a variety of ways.
The most important of these changes and adaptations are defined by the nature of human resource demands. Human resource can be said to be the most vital asset of the company since they formulate operations and work plans necessary for business. Multinational
utions who are managing diverse peoples from varied countries such as tourism industry and multinational corporations whose operations cross geographic borders.
This trend requires strategic management considering numerous variables to be confronted within an unpredictable
As such, all the workers will be compelled to attend to their duties promptly. In making this a success, the HRM should ensure that all the rules are explained in detail. However, the HRM efficiency is affected with several external
Every organization is developed for several benefits of individuals, such as small businesses, corporations, religious institutions and political parties. The goal of organization is to produce low entropy and provide a force that can help to motivate action.
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