Need an argumentative essay on Comparative & International HRM. Needs to be 14 pages. Please no plagiarism.Download file to see previous pages... In fact to get out the optimum from a satisfied and pa

Need an argumentative essay on Comparative & International HRM. Needs to be 14 pages. Please no plagiarism.

In fact to get out the optimum from a satisfied and participative individual is considered to be the ultimate objective of HRM policies. The Human Resource environment as such is affected mainly by the following five factors.

Demographic: The demographic composition of the workforce like the communities involved, the caste consideration (this becomes a reasonable factor in case of some of the developing economies), the male-female composition, the population density of the country/ region also helps in devising effective HR strategies.

Socio-cultural: Religion and culture never tell a person to 'not to work', yet people of some socio-cultural background are found to be less workaholic than others. The effect of family systems like 'Joint family system' or 'Nuclear family system' become crucial factors in forming the habits of individuals and thus formulating of HR policies.

Technological: Rapid technological advancements have reduced the dependence on muscle power to a certain extent. Modernization and automation lead to increased accuracy and less redundancy in the output while increasing the comfort level of the workforce.

Politico Legal: Prevailing political situation in the country, the party in power, the ideology of government functionaries affect the business environment. Whether it's a democracy, autocracy, monarchy, one party system, or a multi-party system gives enough room for strategy planners to devise HR policies accordingly. The law of the land has always to be kept in mind while doing the recruitments or managing the human resources. For example in some countries, formation of 'workers union' is not allowed while in some others it's mandatory.

HRM itself is the new avatar of 'Personnel Management'. Personnel management was largely concerned with the technical aspects of hiring, evaluating, training, and compensating employees. HRM on the other hand leaves scope for career building of the employee, development of a professional relationship and the satisfaction aspect. It is no more a mere "staff" function in the organizations. Multi-National Companies in particular take good care of their employees or that is the kind of impression they wish to circulate around. The main reason for attempts to avoid bad publicity is because as per a recent study seventy percent of world trade-"including one-third of all manufacturing exports, three-quarters of all commodity trade, and four-fifths of technical and management services trade"-was accounted for by the 500 largest MNCs.

Changes in almost every aspect of human life are taking place very rapidly in a pervasive and profound manner. This change is engulfing technologies, products, processes, materials and above all, People. Globalization leads the changing scenario, bringing in newer technologies, a new phenomenon of knowledge worker and of course the competitive era. In view of the competition and globalization companies start exploring avenues for growth within and outside the borderline of their country of origination.