COVER PAGE

Name: Nguyen The Nam

Student Number: 0289RORO1009

Course: ICHRM

Module: BA6

Table of Contents

I. Introduction1

II. Finding………………………………………………………………………………………...2

2.1 Main Issues and Theories of International HRM (IHRM)2

2.2 Main Issues and Theories of Comparative HRM (CHRM)3

2.2.1 Need for Developing Effective HR practices in a Transitional Economy4

2.3 Issues and Theories Relating To Globalization7

2.4 Comparison of International and European Employment Systems8

2.4.1 Differences in Practice between the UK and China9

2.4.2 Work Life-Balance10

2.4.3 Women into Senior Management12

2.4.4 Recruitment and Selection12

2.5 Vocational Education and Training Systems (VET)13

2.6 Political Ideology as an Influence on Government Action, Policies and Legislation14

III. Conclusion…………………………………………………………………………………..

IV References15

Introduction

The success of any organization depends on a number of factors, mostly related to Human Resources activity. Precisely this area now faces major challenges from changes that have taken place in the world in all aspects, and its direct impact on economic and social processes. This implies the need to acquire new skills on how to manage human resources in times of uncertainty and instability. Human resources are the Achilles heel of the policies of modernization. Modernize means changing the culture of the organization and therefore influences on values ??and attitudes of people working in the public sector and business and as is well known, there is no magic formula for this purpose and less for organizations the size and complexity of public administration.

The assignment aims to cover critical aspects of the emergence of HRM as a discipline, and practice within a global context. International HRM is based on recruiting, selecting and training employees of diverse backgrounds that need certain considerations in the global job markets. While the Human Resource personnel have various duties to perform, their activities and functions gain more complexity in an international context. During this assignment, emphasis placed on themes of globalization and internationalization, highlighting convergence toward and divergence away from macro western universals of HRM. The module considers debates associated with the utilization of human resources in an international context, including migration and labor markets. It aims to analyze specific HRM areas in the international arena such as comparative employee relations and participation, international staffing and expatriation, different employment systems in contrast to each other, training and development, compensation and performance management and Vocational Education and Training Systems (VET).

II. Finding

2.1 Main Issues and Theories of International HRM (IHRM)

Currently, both internationally and among us, the academic debate and practical problems of management of human resources in companies and organizations focus on the elements that foster innovation and integration, the impact on the overall performance and efficiency of organizations. The thought of whether the overall strategy that determines a practical, strategic assumptions, or are human resource practices that determine the overall strategy can be as reductionist and deterministic as traditional thinking, also supposedly overcome, but somehow way is still imposed. One of the main challenges facing all international competition for increasingly demanding and fierce, to reach maximum effectiveness and efficiency and effectiveness, is to find a superior job performance of companies, and companies continue to pose as targets priority cost reduction, high levels of profits, increased productivity. The essence of ...