首页> 外文会议>Industrial Engineering, Management Science and Applications 2015 >Theoretical Review of Critical Factors that Impact on Global Human Resource Practices: Case on Multinational Companies in Emerging Economies
【24h】

Theoretical Review of Critical Factors that Impact on Global Human Resource Practices: Case on Multinational Companies in Emerging Economies

机译:影响全球人力资源实践的关键因素的理论综述:新兴经济体中的跨国公司案例

获取原文
获取原文并翻译 | 示例

摘要

Purpose The aim of this review paper is to critically analyse those factors which influence upon the way human resource practices are worked-out in MNCs particularly those that operate in emerging markets like China & India. These factors comprises internal factors and also external factors that play their pivotal role in shaping the said HR practices like recruitment & selection, compensation, remuneration, training and development, etc. and therefore these determinants if truly taken into consideration by multinational corporations increase the likelihood of success that these companies know better ways in order to attract, develop and retain employees that keep potential, skills and capabilities with them. For firms whose strategic focus is on its employees do prosper and can earn competitive advantage against their counterpart even if they are operating in developed countries. Hence, in order to highlight those critical determinant/factors the conceptual framework completed by Mohan Thite, Adrian Wilkinson & Dhara Shah on the reserach subject of internationlization and Human resource strategies in MNCs of emerging markets. After having gone through the literature we come to know that the conceptual framework keeps some gaps in itself and doesn 't include other important and critical factors which have been proposed by our research in form of extented concpetual framwork like for instance, strategic role of HR department, high performance work system (HPWS), corporate social responsibilty and its link with HR practices and many more. Value This research keeps significance for those MNCs which operate in emerging markets. Despite the fact that stiff competition, advance technological interventions, globalizaiton have made very much difficult environment for MNCs to earn success inform of competitive advantage in the industry, companies can lead from the front if they manage to utilize their workforce potential in the right direction. To achieve this end companies will have to deliberate upon internal and external factors that exert influnce over their HR practices as it is well known to everyone that if organizaitons want to gain competitive or even comparative advantage they need to take their human resource as a strategic asset not merely as an input for work process. Conclusion It has been concluded that if MNCs really want to outperform in emerging markets those should have to take all concerned critical factors into consideration which are significant for bringing success to them in form of outcomes that are to be generated by capable workforce MNCs have got with them. Thus, all depends on the way MNCs attract, develop and retain their human resource which is composed of diversity and get affected by multifarious challanges and from the organizational point of view it gives glimpse to the solution of problems that arise from forward or reverse diffusion to MNCs.
机译:目的这篇综述文件的目的是批判性地分析那些影响跨国公司人力资源实践工作方式的因素,特别是那些在诸如中国和印度等新兴市场运营的跨国公司。这些因素包括内部因素以及外部因素,这些因素在塑造上述人力资源实践中起着举足轻重的作用,如招聘与选拔,薪酬,薪酬,培训和发展等,因此,如果跨国公司真正考虑这些因素,则增加了可能性这些公司了解成功的秘诀就是吸引,发展和留住与他们保持潜力,技能和能力的员工。对于那些以员工为战略重点的公司而言,它们确实繁荣了,并且即使在发达国家运营,也可以赢得与竞争对手相比的竞争优势。因此,为了突出这些关键决定因素/因素,Mohan Thite,Adrian Wilkinson和Dhara Shah完成了关于新兴市场跨国公司的国际化和人力资源战略研究主题的概念框架。查阅了文献之后,我们知道概念框架本身仍存在一些差距,并且不包括我们的研究以扩展的pet架形式提出的其他重要和关键因素,例如人力资源的战略作用。部门,高性能工作系统(HPWS),企业社会责任及其与人力资源实践的联系等等。价值对于那些在新兴市场运营的跨国公司,这项研究具有重要意义。尽管存在激烈的竞争,先进的技术干预和全球化,但跨国公司要想获得成功要获得行业竞争优势的机会却非常困难,但如果公司能够在正确的方向上利用其劳动力潜力,他们可以从前线领导。为了实现这一目标,公司将必须考虑影响其人力资源实践的内部和外部因素,因为众所周知,如果组织想要获得竞争或什至比较优势,则需要将其人力资源作为战略资产不只是作为工作过程的投入。结论结论是,如果跨国公司真正想在新兴市场中表现出色,则必须考虑所有相关的关键因素,这些因素对于以成功的劳动力形式产生的成果为跨国公司带来成功是至关重要的,这些成果将由跨国公司获得他们。因此,所有这些都取决于跨国公司吸引,开发和保留其人力资源的方式,这种人力资源由多样性组成,并受到各种各样的挑战的影响,并且从组织的角度来看,它可以一目了然地解决由正向或反向扩散引起的问题的解决。跨国公司。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱:kefu@zhangqiaokeyan.com

京公网安备:11010802029741号 ICP备案号:京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有
  • 客服微信

  • 服务号