International Human Resource Management
Your assignment is to take a country of your choice and consider how the human resource management function has been shaped by the internal and external contexts. Conclude your assignment with some suggestions as to what the future might hold for the field of HRM in your chosen country. The idea behind the module is for you to explore the meaning and implications of the concepts and ideas of international and comparative human resource management. There is no one way of defining and understanding the nature and purpose of HRM. HRM varies according to the cultural and institutional environment in which it is conducted. It is suggested that you choose a country with which you are familiar, perhaps your home country, as this may enable you to provide examples to support your analysis. However, the important point is to choose a country that may be readily researched by access to texts and other available information. Assessment criteria:
These are referred to in your Handbook. However, as a guide you need to show understanding of the various concepts and ideas discussed in the sessions, including knowledge of the perspectives to the employment relationship. This will include the extent to which culture impacts upon the relationship; how political, economic and social contexts influence the relationships; indicate some understanding of differing approaches to management development and have some understanding of the importance of employee relations. Brief outline of the essential criteria:
Distinction – an assignment demonstrating wide coverage and understanding of the subject, including a strong critical analysis and evaluation.
Commendation – an assignment demonstrating wide coverage and understanding of the subject, with some critical analysis and evaluation. Pass – an assignment demonstrating wide coverage and understanding of the subject, but mainly description rather than critical analysis and evaluation.
Choose a country that has been researched in the past… i.e. a place where HRM practices are commented on and discussed. Consider and comment on internal and external context that have influenced HRM factors CRITICAL ANALYSIS OF EXISTING RESEARCH
Conclude with recommendations, as well as suggestions as to what the future may hold for HRM in the country of choice.
An analysis of current HRM practices in the Republic of South Africa Introduction
This study will investigate and explore two to three aspects of HRM practises within the Republic of South Africa. In order to gain an insight into how the country functions, it will be important to understand the various internal and external factors that may have influenced current HRM practices. South Africa is a multicultural country with a rapidly growing economy, and is widely seen as one of the most stable democracies in Africa, having recently emerged from the infamous apartheid era. The South African economy is the largest in the continent, and the 28th largest in the world. The country lobbied heavily, and was eventually invited to join the economic and political organisation BRICS in 2011 (Smith 2011), and has just successfully hosted the annual BRICS conference (2013) for the first time. Concerns have however been expressed over whether South Africa deserves its place among the BRICS, as the country has the lowest levels of government spending, life expectancy, and literacy rates within the group, while the South African GDP comprises just 2.5% of that of the combined BRICS’s GDP (Smith, 2013). In addition, while the populations of India and China stand at over a billion people, South Africa has a population of 50 million of which almost a quarter are unemployed and live on less than £1 a day (Seria & Cohen, 2009). This high poverty level is a major contributor to the crime rates in South Africa, with Johannesburg being infamous for its high levels of crime (Diseko, 2010). The most concerning...
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“South Africa’s brain drain generation returning home”,
Erasmus, B, Van Wyk, M, Schenk, H, (2003),
“South African Human Resource Management - Theory & Practice (3rd Edition)“
Formeset, Epping, Cape Town
Faul, M, (2013),
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Government Gazzette South Africa, (2007) [Online],
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Macey, WH, & Schneider, B, (2008),
Middleton, L, (2011),
“Corrective rape: Fighting a South African scourge”,
Moolman, S, (2012), [Online],
“The brain drain continues”,
Mufweba, Y, (2003), [Online],
“’Corrective rape makes you an African woman’”,
Seria, N, & Cohen, M, (2009), [Online],
“South Africa’s unemployment rate approaches 23.5%”,
Smith, D, (2013), [Online],
“South Africa: More of a briquette than a BRIC”,
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