Southwest Airlines Business Model. Southwest Airlines has achieved tremendous growth since its inception. Southwest is known for its unique business model. Unlike other airlines, Southwest focuses on efficient operations and….
International Human Resource Management
key International Human Resource Management. Critically discuss the key frameworks, models or theories. Critically discuss the (IHRM) frameworks, models or theories by comparing the differences, similarities, prons and cons etc.
How do cultural distance and institutional distance influence multinational companies’ (MNCs’) international staffing approaches, in particular the use of expatriates ?
How does successful IHRM policies and practices contribute to MNC performance (including financial performance, social performance, and employee satisfaction and commitment)?
Business Organizations have been increasingly expanding to global markets because of the virtue of globalization. The development of the research which focuses on management of expatriates for foreign assignments is due to the international movement of human resources. In the literature various theories and models explaining International Human Resource Management practices have been adequately discussed. These theories and models provide a framework that leads to consistent and more powerful findings. This study proposes a theoretical framework on International Human Resource Management practices based on the basis of the comments of previous researchers.
International Human Resource Management: Staffing
Companies operating in the international business environment are faced with a great variety of cultural and institutional variations which make managing in a multinational context particularly complex (Doz & Prahalad, 1986). Managers of multinational corporations (MNCs) are increasingly realizing the importance of HR practices in ensuring the profitability and viability of their business operations, and global staffing is increasingly seen as a primary HR practice used by MNCs to control and coordinate their spatially dispersed global operations (Dowling & Welch, 2004). Indeed global staffing has emerged as a critical issue in international management for several reasons.
In the past several researchers have contributed immensely towards IHRM practices. The study proposes a framework that leads to consistent and more powerful findings based on the comments of previous researchers. The study contributes in several manner towards IHRM practice literature.