Since the first of the Disney parks was founded in 1955 in Anaheim, California, Disneyland theme parks have often been referred to as the “happiest places on earth.” Disneyland’s are recognized worldwide for their joy-filled rides, playful atmosphere, and other amusement features. Various studies have shown that Disneyland has created multicultural amusement zones where people from diverse geographic and cultural backgrounds enjoy escapism and fairy-tale life. This description makes Disneyland an intermediary between cultures. Culture can be seen as shared beliefs, customs, values, behavioral patterns, and cognitive constructs among people belonging to a particular group. It defines the characteristics and knowledge of unique groups of people in aspects such as language, socialism, religion, cuisine, art, and more. While culture presents diverse characteristics among people of different origins, conscience plays a significant role in binding them within a larger society, allowing them to share unique experiences, beliefs, attitudes, values, spatial relations, Continue reading
International HRM
Workforce Diversity Management in the Age of Globalization
Within each and every organization, the composition of workforce diversity is being integrated into its human resource management (HRM). In this new era, the world is increasingly globalizing and since the advent of information technology, the borders of the world are drawn so closely than ever before. Theories of diversity management have been developed by business professionals and scholars, citing that a heterogeneous organization could create better HRM practices to maximize the benefits from a diverse workforce as well as improving their competitive advantages. Maslow’s Hierarchy of Needs will help to understand how employees’ basic need affects the HRM; and how workforce diversity could contribute to achieving HRM’s strategic objectives. Diversity awareness allows for a better understanding of inclusive consumers’ needs, and provides access to better labor pools. Hence, an organization must be able to utilize the available skills from the workforce if it is to maintain competitive advantage and Continue reading
The Changing Nature of the Employment Relationship
Business environment is changing drastically in today’s corporate world. In early years of current management era manager were suppose to work exclusively with equipment’s, data and systems; performing traditional tasks. But scenario of management responsibilities has been changed significantly and today’s manger faces issues like cross training, personnel management, interdepartmental communication and widening job scope. Globalization is shaping and re-shaping business environment, resulting in increase of competitors, demand of new sourcing strategies and facing new markets with new demands. Irregular flow of information often subject to quantitatively strong fluctuations, controlling the flow of information is necessary otherwise these fluctuations can become detrimental. Information controlling is the analysis, evaluation and importance attached to the data that collected and provided with the data under various criteria. Because day by day managerial job is becoming more and more hectic manager needs to continuously look for new ways to improve speed and quality along Continue reading
Psychological Contract – Meaning and Importance
The psychological contract is certainly an important aspect of the employment relationship as it invisibly binds the employer and the employee through a set of expectations. For the individual in an organisation, the psychological contract is mostly relevant as it directly affects the level of motivation, commitment and morale of that person. Moreover, a positive psychological contract helps to boost the productivity and performance of an employee. Thus, to gain the commitment and loyalty of individual employees, it becomes essential that organisations put in place appropriate systems to foster the identification of employee expectations and ways to fulfill them. However, expectations are not easily identified, both on the employers and employees side. These often give rise to breaches on behalf of either one or both parties. The maintaining of a positive psychological contract with all members of an organisation thus becomes a primary focus of the HR practitioner and HR Continue reading
International and Comparative Human Resource Management
International Human Resource Management has been defined as HRM issues, functions, policies and practices that result from the strategic activities of MNEs. International Human Resource Management deals principally with issues and problems associated with the globalization of capitalism. It involves the same elements as domestic HRM but is more complex to manage, in terms of the diversity of national contexts and types of workers. The emphasis is on the MNCs’ ability to attract, develop and deploy talented employees in a multinational setting and to get them to work effectively despite differences in culture, language and locations. International HRM tends to mitigate the impact of national culture and national employment practice against corporate culture and practices. Comparative Human Resource Management, on the other hand, is a systematic method of investigation that seeks to explain the patterns and variations encountered in cross-national HRM rather than simply describe HRM institutions and practices in Continue reading
Expatriate Compensation – Meaning, Factors, Components, and Approaches
The compensation has long been established as a primary means of fostering loyalty and productivity of international expatriates. Nevertheless, the HR managers continue to face several challenges when implementing it which ends up in loss towards the organizations. The issues that gave birth to international human resource management remain more important than other functional areas is expatriation and adaptation of practices to different cultures. Factors Affecting Expatriate Compensation The most often mentioned factor that influences the expatriates’ satisfaction by the compensation strategies is the differences in cost of living between the host and parent country. If the cost is higher, the employer is required to adjust the compensation package in order to merge the gap. In the opposite situation, the difference is not subtracted. Such approach is known as a no loss policy and occurs with slight variations in the majority of the HR practices. The most difficult part of addressing Continue reading