The Impact Of Labour Flexibility On The International Management Of Human Resources

Bradley-Geist. When asked where she finds topics she made a list of different ways she looks: topics evolves over time, lots of reading to find trends or topics, watches different news stations, pays attention to different work situations that has found interesting, and talking with friends and coworkers (Bradley-Geist, 2015). This allows for topics to spawn from different areas, this provides confidence to search the world for topics and not putting strict restrictions on where to look for topics. After examining the title, the contents of “Recent developments and emerging challenges in international human resource management” the sense of exigence in IHRM is obvious. The word challenges indicates there are problems in the IHRM that are with out solutions. There are many current hot topics and gaps in IHRM in this special edition “Recent developments” they address many of them: role of institutional and cultural differences, national cultural differences in cross-border activities, cross-culture diversity management, expatriate adjustment and performance, and cultural differences between regions within

In many ways the future of international human resource management is bound up with the changing nature and characteristics of the global economy itself. Different organizations and different sectors will develop in varied ways, each requiring an approach to international human resource management that best reflects their industry or organization practice. The future of international human resource management does; however, appear to be developing around a number of common themes and determinants, each of which may be applied to different organizations in away which suits them best. These common themes include:

Labor Market Flexibility is, in theory, the prerogative of employers to hire and subsequently fire workers without oversight, or the regard for regulation and/or influence of work unions (Marmot & Wilkinson, 2006). The thought process behind this idea is that firms are more likely to increase their workforce, and that a greater portion of society can be employed. Through my experience in watching the financial industry- and business-oriented Bloomberg News channel on Television, the model of having less regulatory oversight and influences from outside sources brings down the operating costs of companies and corporations, thereby allowing for greater investments by said firms, presumably, to hire more people.

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

The rapid pace of Globalization has led to a change in the global economy during the past several decades; it is believe that factors such as trade liberalisation, access to cheaper labour and resources, similarity of consumer demand around the world, and advances in technology and communication has widened the market of consumption, investment as well as production on a global scale. These globalization driven factors created new challenges and global competition for businesses around the world thus as a response many companies decided to expand their operation across national borders in order to be competitive. A company that operates their business in at least one country other than its country is called Multinational

Overworked and underpaid is the feeling for many workers, not only in the United States but globally. With the combination of global market growth and advanced technology, flexibility in the workplace is on the rise. Flexibility in the workplace will not only meet business needs, but it will also help individual needs. Flexibility is not the only change happening in the workplace, labor laws are also changing to help both employers and their employees.

Briscoe D., Schuler R., Tarique I., (2011). Internatonal Human Resource Management : Policies and Practices for Multinational Entreprise.

Eleveld (Eleveld, 2011) brings to the attention that highly skilled and experienced professionals who will be too expensive to hire, can be brought on board as flexible employees or contractors. These flexible employees will have different motivations of working with organizations and will have different priorities and hence need to be managed differently from the full time employees. It will be to the organization’s disadvantage if these choose to ignore the value these employees can bring onto the table. The rising costs and business uncertainty is also forcing companies to scale back their permanent hiring plans and look at flexible employees and contingent workers to perform those responsibilities. Partridge (Partridge, 2010) mentions

Globalisation has become has become one of the most used, misused and confused terms around today. Dicken (2015) wrote that it is important to distinguish the term globalisation between two broad meanings. When globalisation is explained as empirical, it means the actual

There is a generally wide perspective that, in the last quarter of the 20th century and the present century, that there has been significant transformation to the sorts of work available, how they are practiced and who engages in them. This has been influenced by the changes in technology, manufacturing and global economic activity. Work has become these secure and more flexible, as many recent jobs are being more fixed term and part time rather the full time permanent employment. (Billett 2007: 3)

Nowadays, for most people, they may prefer choose the life without rigid or fixed usually. Instead, the balance life should be flexible enough to take account of various circumstances, places, times, etc. Consequently work as an important part of people’s life, people will be likely to keep the balance of it. Recently in many countries, the flexible working system is becoming more and more common in institutions and companies. Some of these countries’ governments also support it, because the system has low time and places requirements, and it is a new approach for employers which means it has the space for further development. Flexible working has many advantages of it for employers, meanwhile, the disadvantages are often unavoidable. Firstly, flexible working system can helps employers save money on the office cost. Secondly, flexible working system help employers

To judge whether or not globalisation is a myth or fact therefore requires the full understanding of what the term means to it's critics and advocates, and in which ways they belive it to be myth of fact. Giddens simplifies the debate into two main schools - the sceptics and the radicals. A radical himself, he writes that "According to the sceptics, all

The context for which current jobs take place is changing in a more rapid way thereby developing new issues and chances for organisations in the United Kingdom, Australia and beyond (Podnar & Golob, 2010). Prior conventional ways for executing work is deemed to be no longer valid since the modern working environments are far much defines by such aspects as advanced technologies; new societal values; ever-changing demographics; and, also aggressive rapid globalisation. Considering the fact that there has been significant increase in the level of business environment sophistication; it is asserted that flexibility is then deemed to be a crucial element to

The advent of new forms of employee management, such as HRM, alongside shifting industrial structures to a service-dominated economy, declining trade union power and influence, political antipathy towards the union movement, greater individualisation and flexibility in the management of labour and changing social attitudes have created a more diverse employment landscape. Employment relations in certain countries changes over time by several factors

In the recent past, there has been experienced aggressive pressure for organizations to perform better, faster in additional to being extra cost effective. As a result, breakdown in the customary employment contracts has been experienced and the long-term employment perception is no more. This means that companies have to accommodate different demand and supply factors which include the need for a low cost, flexible and secure workforce. New technologies and the nature of work changes lead to many workers under pressure to stabilize their personal life and the employment roles. Due to this, employees and organization have faced the reality on the possible advantages of the