ВЛИЯНИЕ ДЕГЛОБАЛИЗАЦИИ НА УПРАВЛЕНИЕ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ

Abstract

Deglobalization is not synonymous with withdrawing from the world economy. It is a process of restructuring the world economic and political system in such a way that the latter builds up the potential for growth and the national economy and does not complete it. Deglobalization means the transformation of the global economy into an economy, an all-encompassing environment around transnational corporations, an environment, an all-encompassing environment around people, peoples and communities. Elective deglobalization valuations that capture customers with inflated performance, quality and cost expectations, but in a more challenging environment. It also matters to the Human Resource Management function to adapt to changing organizational characteristics and to add many transporters. This article first looks at global trends, the role of HRM, and the implications of deglobalization and culture for HRM. Ulrich’s predetermined human resource management model and Hofstede’s model are models of individual cultural characteristics. Knowledge, understanding of local employment practices, technical skills and innovations are becoming increasingly important, especially in multinational corporations, with influence directed against some countries and their citizens.