25 questions

25 questions

25 questions

1) Divergence and Convergence in People Management

Divergence and Convergence in People Management include a number of topics which are relevant for the work of DG Employment, Social Affairs and Equal Opportunities, e.g. social dialogue, more and better jobs, social protection, workers rights, restructuring, migration, corporate social responsibility, etc. The DG is currently developing further research and policy initiatives in this area.

Globalization pressures escalate competitiveness and, in response, global companies tend to adopt a handful of Western management practices. One of these is the Balanced Scorecard.

However, empirical evidence assessing the transferability and effectiveness of Western best practices into Asian countries is scarce.

In particular, empirical evidence relating to the effectiveness of Balanced Scorecard implementations is limited, as is the impact of Asian Balanced Scorecard contextual variables.

Striking a balance between globalization and localization in human resource management (HRM) requires a better understanding of the cross-national differences in terms of both the status quo and the socially desirable HRM practices.

With this purpose in mind, we examined the hiring practices in ten different countries or regions using the Best International Human Resource Management Practices Survey (BIHRMPS).

Conclusion

Our empirical findings revealed more divergence than convergence in current recruiting practices, but they also suggest that organizations around the world are indeed in the process of converging on ways of recruitment even though the current selection criteria may still be driven by each country's prevalent cultural values.

2) Social dimension of globalization

Globalization is a term defined in many ways. It is a process of integration which has been underway since at least the second half of the nineteenth century and is increasingly intensifying in scope.

It is driven by technological progress, new economic relationships and national as well as international policies of a wide range, by both public and private actors. It has led, in particular, to the increasing international division of labour.

The process of globalisation has brought significant benefits to many people across the world.

However, in the absence of an effective global governance, the current model is generating unbalanced outcomes and is not likely to contribute to global sustainable development.

In brief, the benefits of globalisation are not shared equally across all countries and groups.

These trends are accounted for in the final Report of the World Commission on the social dimension of globalisation (WCSDG), published on 24 February 2004 (A Fair Globalisation: Creating Opportunities for All).

The WCSDG also highlights the importance of a strong social dimension in regional integration, which is seen as a stepping stone towards a more effective social dimension of globalisation.

Conclusion

The EU has long pursued policies which aim to ensure that economic and social progress go hand in hand. In particular, EU heads of State and Government agreed in Lisbon, in 2000, on an integrated strategy for reforms that envisions more and better jobs and increased social cohesion, and promoting mutually reinforcing policies to address competitiveness, employment, social progress and environmental sustainability.

The European Council adopted on 14 December 2007 a declaration on globalisation affirming the EU ...