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Block 2, Sessions 11 & 12 -
HRM & Globalisation (What? (The…
Block 2, Sessions 11 & 12 -
HRM & Globalisation
What?
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Examine how HRM activities and processes may differ according to national setting - directly link these similarities and differences to contemporary processes of globalisation
Globalisation has served to highlight to organisations the importance of a diverse range of stakeholders, from internal actors to external actors - have to prioritise some over others
Concept of 'race to the bottom' - global competition drives down labour protection and rights as well as important public regulations
Summary:
- opportunities and challenges of ‘competing in a global context’
- highlighting the economic pressures created and reinforced by globalisation
- revealed the power of HRM to help address these concerns, as well as its limitations
- overview of the main stakeholders involved in globalisation: employers, employees, governments and social actors
- shed light on the function of HRM ideas and practitioners in helping these multiple – and commonly competing – actors fulfil their goals and face their challenges and limitations in doing so
- investigated whether this growing influence of HRM in globalisation represents progress or a ‘race to the bottom’ in terms of lessening social welfare and reduced innovation
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Employee Relations & HRM
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The business environment is quickly becoming more international in character - both makeup of team and business focus
The HRM function can be a significant force in helping organisations and its members navigate globalisation
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