Convergence-Divergence Issue in Western and Non-western States About Human Resource Management

Introduction

This paper is providing an overview of the debate relating to the convergence-divergence issue in western and non-western states about human resource management by providing an insight into the policies, strategies, and practices in those states. The research further covers public and private sector organizations and their relationship with human resource.

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Theory development

Currently, theory development in SIHRM is classified under two assumptions; a commonly known assumption that multinational enterprises need special theory creation efforts to base the researchers' comprehension of the form of organization quite clearly and evidently. Different factors manage the human resource. This includes political, economic, and even cultural in diverse cultures. A Common obstacle affecting human resource management internationally constitutes different kinds of organization, workforce value and the adaptive culture nature. The following factors paint a clear picture of how the particular factors affect human resource management (Boxall et al. 2011).

Based on the insights of practitioners and research carried out by scholarly experts in Human Resource Management (HRM), the task of procuring, allocating, and effective utilization of resources in business internationally defines International Human Resource Management. Various activities and measures are put in place to facilitate effective management of organizational objectives and achievement of competitive merits over competitors at both national and international levels. International Human Resource Management is involved in the management of human resources at multinational firms globally. Further, it involves the management of various types of employees including employees that reside from the home country in which the company's headquarters are situated, the employees that belong to the state in which the company's subsidiary is run and also the employees that neither resides from the company's home country nor from the states that run the company's subsidiary but work with the firm at its headquarters or subsidiaries.

The functioning of International Human Resource Management

International human resource management is obligated to various functions that ascertain the competence and effectiveness at which company's operations are done. Some of these functions are the core necessities that involve recruitment of employees and their selection up to their dismissal but only to employees working at the international level (Jackson et al. 1997.)

Recruitment is the in depth seeking of potential candidates for jobs. Selection on the other hand, is the evaluation of the recruited candidates and their suitability for the job types and positions. In an example to determine the right candidate for a multi-national corporation- MNC job with the intention to fill a managerial position at subsidiary in Italy, there are more than one candidates each from a different country; an Italia citizen, a French national and a manager from the diaspora- one that does not reside from the company's headquarters or subsidiary. In such an instance, several stuffing methods are employed to implement and oversee the selection of the candidates. A home-country national- Italian national in this case has vast knowledge concerning the MNC and the strategies of the headquarters and procedures; this is because they share extensive culture with the employees working in the multi-national company. They facilitate effective communication between the headquarters and the subsidiary firms and further contribute to the implementation of strategies at the corporate level (Jackson et al. 1997). The major aim of training about SIHRM has often been CCT programs designed mainly for purposes of educating employees.

Unfortunately, they lack a proper understanding and adaptability of the host country, a challenge that is tedious to overcome since they are immersed in a different environment far from their norm- one with different cultural practices and different learning procedures. Nonetheless, home country citizens are priceless financially since they require additional allowances when on assignments to the company's subsidiaries (Storey 2007).

Alternatively, the selection method opts for a host- country citizen. In this case, an Italian manager would fit for the job at an Italian MNC subsidiary in a foreign country. This is however arrived at by the fact that nationals from a host country possess the vast knowhow on local relations and the market standards of his or her native country. Moreover, they very well comprehend the culture of both employees and customers and quickly adapt to the firm's requirement and system of working. However, in most host countries, there is an inadequacy in the number of preferred types of candidates for the jobs. Likewise, the reduced conflicts that are usually culturally based on the host state can be offset by an increasing number of conflicts between the firm`s headquarters and the subsidiaries (Dowling 2008).

Performance appraisals, it is noted that human resource management helps in giving people who work in the international organization's the psyche and motivation to work and even come up with stronger and better suggestions that center in improving their organization. This brings about coordination among the organization's staff members. Members who co-correlate at their work place end up giving out positive results. Teams and staff can be able to converse one on one from time and henceforth to come up with the respective and appropriate information and data regarding their work and their performance. This is of great importance as it enables them to be able to keep track and record of the organization's development. The staff can set and outline affordable goals that can be put in place to steer the company forward. This is of benefit as it is easier to execute and work in more clear and better terms. Appraisals when always taken into more basis of emphasis will always motivate and give morale and psyche to the employees (Ulrich et al. 1995).

Human resource management also has the responsibility of establishing and developing better public relations that are of greater extent beneficial to many people. They can come up and set organizations, seminars, and even meetings that enhance and build better relations with other business sectors for better developing of diverse organizations. This department also takes part in actively preparing plans and markets for organizations. Relations between two different co-operations are easily established and cemented to facilitate easy and best principles for working and even co-relate in better terms. Well-organized relations between two organizations and individuals are of best interest in creating and developing a strong bond between the two parties. This is of best interest as mutualism is observed and put in place for both to benefit without hurting and putting one party at risk of any negative issue. Developing a strong and relation between the two is of best interest in the two parties to foresee better and improved relations among individuals (Briscoe et al. 2012).

Mainstream criticisms of IHRM

Plenty of the detailed research into IHRM has over the past, been lacking and descriptive in analytical rigor and often self-centered hence much of the existing research is ignored. Nonetheless, research in SIHRM too, suffers from low response rates, small sample size, and frequent restriction to quantitative analysis.

In different organizations allover, there are always disputes that hinder corporation, these disputes disrupt and spoil the friendship that exists between individuals, and organizations. Disputes never bring out any positive results in any company. Employers and employees always fall into conflicts now and then. Conflicts are always inevitable to come up with any scenario. The human resource comes up on this issue to help and come up with a better solution concerning the conflict. It works as a mediator in solving the current situation between the different parties. It best solves the conflict by listening to both parties. Each party tables its grievances on the table and listening to determine and come up with a better solution to the conflict. A suitable solution is looked upon to sort the conflict. This is best as it contains the situation and prevents the thing from going towards the bad direction (Brewster 2017).

Influence of IHRM on management educators and the latter

Most important human resource management helps in maintaining and containing atmosphere at work places. Better and efficient working conditions and the working place is what an employer would want to be able to perform his or her duties with ease and perfection. A clean and safe environment is what human resource persons wait and anticipate to be offered in any working platform. This clean environment always brings out better results from an employer. This is what all employers should offer to their employee'. This also enables and enhances teamwork between employers. It enables employers to work and exploit in unison in whatever comes up that is hard or difficult to handle. With teamwork, difficult working situations can be easily tackled and a solution resolved on the particular issue itching minds. With this, employers can co-ordinate and adjust to any other issue or shortcoming that they come across in any field of their working place. Teamwork is always a long-lasting solution to all difficulties in all organizations all over. Teamwork should be embraced to facilitate easy coordination in working places and even manages to avoid conflicts (Brewster 2007).

Political factors: stability of political nations is one thing that is accredited all over the globe, despite the varying of political systems in different countries all over the world. This affects the human resource management in that in some countries the military may take over the government and rule on their will. Others fall into the hands of dictators who suppress the citizens. Not forgetting the one party system that is always paving the way for corruptive officers in the government to embezzle funds. International firms are left behind to make decisions on which rules to comply with and which not to comply with. Human resource management varies across different countries with different regulations. Some countries like in Western Europe, it is unheard of to hear that employees have been sacked or reduced. This is because the payments tend to be high to the particulars that have been sacked or reduced from the organizations. Laws are also set to address harassment of citizens and from discrimination like racism. Some are even set to put a stop to political witch-hunt and even religious persecution. All these discussed political issues are set to stress and show how crucial it is for the human resource management personnel and professions put in place in specific countries. A comprehensive review of the political environment and temperature in specific countries should be established not forgetting the employer employee related issue. Laws governing the hiring and firing of employees should be put in place, stipulated by the law, and followed to the letter. Labor unions should either ensure workers under their unions are not victimized in any form (Gomez et al. 1995).

Either, IHRM has played a major role in the war against gender bias. Women can get jobs and even promotions just like their male counterparts. IHRM had however considered women that hold MBA degrees and who used to be inferior when it cam...