International Human Resource Management - 3727 Words

European Journal of Economics, Finance and Administrative Sciences ISSN 1450-2275 Issue 29 (2011)  © EuroJournals, Inc. 2011 http://www.eurojournals.com Current Trends and Future Directions of Human Resource Management Practices: A Review of Literature Ogunyomi, O. Paul Department of Industrial Relations Personnel Management University of Lagos, Nigeria E-mail: yomipaul@mail.com Shadare, A. Oluseyi Department of Industrial Relations and Personnel Management University of Lagos, Nigeria E-mail: seyidare2001@yahoo.co.uk Chidi, O. Christopher Department of Industrial Relations Personnel Management University of Lagos, Nigeria E-mail: krischidi2002@yahoo.com Abstract The management of people at work has evolved over a long period of†¦show more content†¦HRM emerged in the early 1980s as a response of US to the economic success of Japan (Jones, 1996). Blyton and Turnball (1992) distinguish two approaches to HRM; namely ‘Harvard Model’ which has great influence on academics and ‘Michigan School’. Harvard model emphasises the need for line managers to accept more responsibilities for ensuring the matching of competitive strategy and personnel policies and to develop policies that encourage the developm ent and implementation personnel activities which make them interwoven. Michigan school on the other hand suggests that HR systems and organisation structure should be managed in such a way that makes possible the alignment with organisational strategy. This paper set out to review relevant literature on human resource management practices, as well as the periodised history of human resource management with a view to identifying current trends and future directions of human resource management. 2.0. Review of Relevant Literature According to Beach (1975) as cited in Fajana (2002), industrial revolution of the early 1800s made the management of people at work a complex and challenging field of endeavour. Managing people at work has evolved through the following labels. †¢ Labour Administration †¢ Labour and Staff Administration †¢ Personnel Administration †¢ Personnel Management †¢ Human ResourceShow MoreRelatedInternational Human Resource Management945 Words   |  4 PagesIntroduction: Human Resource Management (HRM) involves all decisions that directly affect the people who work for the concerned organizations and corporate enterprises. Hence, HRM can be termed as a strategic and coherent approach to an organization’s most prized asset- the people working there, who individually and collectively strive towards achieving the organizational goals. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining compensating theirRead MoreInternational Human Resource Management3101 Words   |  13 PagesContents 1. Introduction 2 2. International HRM 2 2.1 Expatriate 3 2.2 Factors Affecting companies in an international level 3 3. Activities of HR managers in local and international level 4 3.1 HR Planning and Analysis: 4 3.2 Equal Employment Opportunities: 4 3.3 Recruitment and Selection process: 5 3.4 Motivation, Compensation and Benefits: 5 3.5 Health, Safety and Security: 5 3.6 Management Employee relationships: 6 4. Conclusion and Recommendation 6 5. 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They supervise the selecting, meeting, and contracting of new staff; counsel with top officials on the key Strategic obligation; and fill in as a connection between an association s administration and its workers. To flourish in the disorderly and turbulent business condition, firms need to always enhance and be â€Å"on the ball† regarding businessRead MoreInternational Human Resource Management Practices1205 Words   |  5 PagesEurope. Human resources management (HRM) practices and model depends on the actual extensions of national business. Indeed local business with the ambition of being multinational will export their model and corporate culture to a targeted country. Against a backdrop of multinational corporations (MNCs), globalization, emerging markets, increasing internationalization and cross-national activity by MNCs, there is a need to focus on the implementatio n of international human resource management practices