In the Current Economy Why Do National Variations in Human Resource Management Offer Particular Advantages or Disadvantages?

In the current economy why do national variations in Human Resource Management offer particular advantages or disadvantages? Considering the current globalised economy companies have to deal with national variations in Human Resources Management to work effectively. That matter offers particular advantages and disadvantages. The current global economy is based on a free trade market and most of the time obeys to a capitalist model of doing business. Exchanges of goods, capital, knowledges and human resources are now established on a worldwide level. In the same time national variations in human resources management are observable and relevant when we focus on the culture of a country. Indeed national variations can have different nature as work environment, laws and national culture and these criteria influence Human Resources Management abroad. This essay will analyse the influences of national variations in human resources management and the consequences. Firstly, we will discuss the reasons for what national variations influence Human Resources Management. Then we will focus on the general advantages and disadvantages offered by national variations. Human Resources Management in a company is influenced by two main criteria which are the the business strategy of the company and the environment. National variations appear when we focus on the company environment. The nature of the influences of national variations on Human Resources Management can be multiple. Indeed, the environment gathers national culture, political system, national laws, markets and technology. That means that the work environment and especially Human Resources Management have to deal with these criteria as national culture. The US has a particular national culture in his work environment which is based on individualism, masculinity, low uncertainty avoidance, a medium power distance and a short-term orientation (Hofstede, 1983). These criteria have affected professional relationships and the... [continues]

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