The human resource management has developed different meaning in different countries. Today’s market condition is such that every business is trying to become globally competitive and also generate better productivity. Linde and porter (1995) mentioned that “Internationally competitive companies are not those with cheapest output or largest scale, but with the capacity to improve and innovate continuously”. In the modern era when globalisation has taken control, the companies have started to look beyond their daily activities to achieve better organisational performance as well as economic performance.
Ms Audrey Collin (ch3 Beardwell J. & Calydon T.)(2010) has claimed her work on contextualising HRM is British. She has based her claims on various models and elements of HRM context. But there are researchers like Boxall (1995); Jackson & Schuler (1995) and Legge (1995) who have done extensive works in the field on human resource management literature. They have agreed that to make a claim of right and wrong on any of the HR strategies or models are still subjected to a very interesting debate. Although by the end of the essay we shall be able to come to conclusion whether Ms Audrey Collin’s claim is right or wrong with justification.
This essay will explore the various employment systems, human resource strategies and also analyse the human resource policy that are being practised in the United Kingdom and Bangladesh. It will provide the information on how the labour market and the cultural context differ in both the countries. The UK is very well known for the strong statutory rights for the workers and union. The HR models in the UK believe in full employment, social protection and equal opportunities in incomes and wages. The report will also critically evaluate the trend of human resource in both these countries. Both the countries have their own established set of employment strategies which facilitates the employees and the employers. The unemployment is in rise globally, and both United Kingdom and Bangladesh are affected. Due to the availability of the unemployment statistics the people are able to know about the new strategies that are being worked out to reduce the employment level. The strategies focus on the systems that are affecting the human resource system. In the UK as well as in Bangladesh, state is very influential. Now one of the major objectives for the Bangladeshi state is to modernise the labour market system and also develop a system of social security. The essay also focuses to identify how the HR system in Bangladesh could be improved, what are the required measures to solve the complexities. It will also provide information on the steps employers taking because of the implementation of the new labour law (LLC) that has reduced their profits. The essay also aims to explore how the cultural context and the labour market give advantages to the human resource and employment system in the UK.
Collin has mentioned that HRM has much border picture then just policies, procedure, practices and prescriptions that are involved with the employment relationship management. Gerhart & Milkovich (1990) mentioned that previously HRM mainly concentrated on a single human resource practices, like selection, compensation and others. But Collins works have echoed before by Ichniowski et al. (1993); Osterman (1994) many more who have said that HR practises are very broad and focuses on improving the organisational performance.
Over the years HRM has gained immense importance in organisational practices is it the UK or Bangladesh or any other country for that matter. But the empirical validations of the findings in operations are almost non-existence or are very limited in countries and across the industries. Legare (1998) said that globalization, mergers and acquisitions in the world economy make the study of human resource management in the context of industry and...
Bibliography: Porter, M.E. & Linde, C.v.d., (1995), "Toward a new conception of the environment-competitiveness relationship", Journal of Economic Perspectives [H.W.Wilson - SSA], vol. 9, pp. 97
Boxall, P.F. (1995) “Strategic Human Resource Management: Beginning of a New Theoretical Sophistication?” Human Resource Management Journal, 2: pp.60–79.
Jackson, S.E. & Schuler, R.S. (1995), “Understanding Human Resource Management in the Context of Organizations and their Environment”, Annual Review of Psychology, 46 pp.237–264.
Legge, K. (1995) Human Resource Management: Rhetoric’s and Realities. Chippenham: Macmillan Business.
Robert T. Carter (2000) Addressing Cultural Issues in Organizations: Beyond the Corporate Context,
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