Globalization Implications for Human Resource Management Roles
Globalization Implications for Human Resource Management Roles
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DOI：
10.1007/s10672-007-9043-1
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发表时间：
2007-09-01
影响因子：
1.1
通讯作者：
Friedman, Barry A.
中科院分区：
文献类型：
--
作者：
Friedman, Barry A.
全球化影响着那些在性能、质量和成本方面期望很高的客户竞争的组织。全球化还对人力资源管理职能施加压力，要求其适应不断变化的组织需求并增加更大的价值。本文首先回顾了全球趋势，人力资源管理的作用，以及全球化和文化对人力资源管理的影响。使用乌尔里希的（人力资源冠军：增加价值和交付成果的新议程。波士顿：哈佛商学院出版社，1997年）FIRM模型和霍夫施泰德的（文化的后果：比较价值观，行为，制度和组织跨越国家（第2版）。Sage：Thousand Oaks，CA，2001，Academy of Management Executive 7：81-94，1993，Organizational Dynamics 9：42-63，1980）的国家文化差异模型，认为全球商业趋势的知识，文化敏感性，商业知识，了解当地就业实践，技术技能和创新越来越重要，特别是在跨国公司（MNC）中。
Globalization influences organizations that compete for customers with high expectations for performance, quality, and cost. Globalization also exerts pressure on the Human Resource Management (HRM) function to adapt to changing organizational needs and add greater value. This paper first reviews global trends, HRM roles, and the implications of globalization and culture for HRM. Using Ulrich's (Human resource champions: The new agenda for adding value and delivering results. Boston: Harvard Business School Press, 1997) FIRM model and Hofstede's (Culture's consequences: Comparing values, behaviors, institutions and organizations across nations (2nd edition). Sage: Thousand Oaks, CA, 2001, Academy of Management Executive 7:81-94, 1993, Organizational Dynamics 9:42-63, 1980) model of national cultural differences, it is argued that knowledge of global business trends, cultural sensitivity, business knowledge, understanding local employment practices, technical skills, and innovation are increasingly important, especially in Multinational Corporations (MNC).