Human Resource Management Challenges Research Articles

“Inpatriation” training: The next challenge for international human resource management

The growth of international business among United States based companies will continue to expand and become a more important element in their overall sales. The International Human Resource Management [IHRM] function will be integral to any strategic plans as these organizations prepare for this expansion. One key element of IHRM will involve selecting and training employees for assignments in foreign countries. At the same time, training foreign managers to become effective managers in the domestic environment will constitute a new responsibility for IHRM. This paper explores the needs and means to train host country nationals and third country managers for assignments within an organization's home market—“inpatriation”.

Using TQM to improve management of home health aides.

Home health aides are at the front line of the home health industry, raising quality of care issues and human resource (HR) management challenges. Total quality management (TQM) provides a framework to help meet those challenges. The authors investigated the relationship between TQM and HR effectiveness in home health agencies. Results suggest that TQM practices are related to HR effectiveness. Suggestions are offered to make human resource management consistent with a TQM culture.

Downsizing and outplacement: the role of human resource management

This paper assesses the role of human resource management in the reduction of workforces. It uses the survey on European Human Resource Management, carried out by the Cranfield Network and materials from Greece. It concludes by arguing that downsizing should be a well planned exercise based on material agreement and that the problem is a great challenge for human resource management.

Sources of diversity and the challenge before human resource management in India

Analyses the magnitude and complexity of the challenge of diversity in managing people in the Indian workplace. Considers the challenges for human resource management in the 1990s, and highlights the major issues and opportunities in coping with these challenges. Aims to provide direction for future empirical studies.

Career paths, technological obsolescence and skill formation: R&D staff in Britain and Japan

AbstractThis paper examines how scientists and engineers working in industrial R&D cope with the pressures of business and technological change and develop their careers. The data is drawn from a survey of nearly 1000 R&D staff working in large industrial corporations in Britain and Japan. Cross national comparisons are used to explore similarities and differences in coping strategies and in the human resource management challenges for companies. Particular attention is given to the problems of potential mismatch between RBD staff career orientations and available career opportunities.

MANAGERIAL CONFLICT INTERVENTION IN ORGANIZATIONS: TRAVERSING THE CULTURAL MOSAIC

The rapid globalization of modern business and the multicultural nature of its workforce pose major challenges for leadership and human resource management in 1990s. One important area that is yet to be fully explored is the managing of conflict in a multicultural organization where values, orientations, preferences, and attitudes differ significantly among the members. This paper explores the implications of cultural differences for managerial intervention in conflicts between subordinates in organizations using Hofstede's four‐dimensional framework.

Human Resource Management Challenges in Polish Private Enterprise

This article reports on a portion of the findings of a larger study conducted in 1991 and early 1992 to determine the condition of private enterprise and the obstacles to the successful development of the private sector in Poland. The purpose of this segment of the research is to identify the specific human resource challenges facing Polish private enterprises, both newly formed and older, and to suggest some management approaches for resolving these difficulties. The information utilized in the study was collected by means of a written questionnaire survey and personal interviews with senior company executives. Questionnaires were administered to executives of 300 private firms in the Gdansk, Krakow, and Lodz regions of Poland. Gdansk and Krakow represent large Polish urban centers, while Lodz is typical of a former center of light industry, undergoing restructuring and suffering from a high rate of unemployment. The companies selected had demonstrated continuous business activity for a period of six months, had a minimum of five employees, and had experienced some sales growth. The samples were selected by a stratified random process from populations ranging from 1,100 to 1,350 private companies in each region. The names, addresses, and profiles of the private firms were obtained from the Tax Office in Gdansk and the County Statistical Offices in Krakow and Lodz. Since the preponderance of private com-

Controlled variety: A challenge for human resource management in the MNC

Controlled variety: A challenge for human resource management in the MNC

Genetic screening: new challenge for human resource management?

Genetic screening: new challenge for human resource management?