Management International and Comparative HRM Essay

Management International and Comparative HRM - Essay Example Globalization widens the gap between rich and poor. The implications of globalization are required to be incorporated by the governments in its policies and the companies are required to cope with it in order to survive in the industry. The public in many countries become anxious as it may affect the culture and values negatively or it may displace jobs. There are both losers and gainers in the process of globalization. There is a fear regarding globalization that it may widen the gulf between have and have not’s, strong and weak, traditional and modern (Poole, 1999, p.75). In one side, it enrich the people or countries to take the advantage or lead the process while on the other side, it will leave behind many others who will be worse or marginalized. The cultural and economic globalization is growing through many countries. The persistence of poverty, growing inequities among and within countries and the link between phenomenon’s is very strong. The external envir onment has been more significant in influencing the level of available resources and the way they are used. The thesis of strong globalization argues that the growing pervasiveness of multinational enterprises is creating a borderless world where the economic and political interventions undertaken by nation states are becoming increasingly meaningless (Briscoe, Schuler and Tarique, 2012, pp.56-57). In other words, the public policies implemented by national legislatures for regulating the activities of multinational companies are increasingly becoming ineffective. Globalization need not necessarily be bad. But it can have more negative effects on the countries that are not prepared to adapt globalization. There has been a return to... This paper stresses that the success of international human resource management in future depends on the ability of companies in developing the executives of international human resource with a broad global perspective having a global mindset, strong strategic and technical business skills and international experience. The function of international human resource management is faced with many challenges in the hyper-competitive and chaotic global market place of today. The multinational enterprises are required to confront with these issues now and in future. The vocational training is not offered there in companies and there exist few relations of union. The market is mainly based on competition. Germany has a typical structure of governance which is based on the insider forms like bank loans. There, the relations of employee are assumed for longer term and in the training process of companies, vocational training is normally offered. The market is based mainly on collaborative netw orks. The trade unions commonly exist in industry. This report makes a conclusion that the international human resource departments are required to provide and develop the support services at international level. The continuing globalization or internationalization of human resource management parallels the continuing globalization or internationalization of business. The firms are required to make its development and increase the professionalization of international human resource management to be called global human resource management.