This essay discusses in detail how the changes in culture among multinational organizations affect the organizations’ human resource management practices
What is Human Resource Management?
According to Armstrong M (2008 Human Resource Management is an approach that classifies how the organization’s goals will be accomplished through people by means of HR strategies and integrated HR rules and observations. Human Resource Management is concerned with seeing the people of an organization as a strategic resource for the accomplishment of its goals. A set of procedures and behaviors jointly shared by human resources and line managers to solve people associated business troubles. The essential basis of Human Resource Management theory is that victorious organizational culture depends on a close fit or alignment between business and human resource strategy. It focuses on events that discriminate the firm from its contenders.
Erasmus Swanepael, Westhuize, Schenk and Wessels (2005) define that Human Resource Management primarily concentrates on coordinating and combining the institution’s strategic requirements and tactics with all those features stemming from the management and involving all the employees to fulfill the same. Human Resource Management focuses on the contributions human resource experts make to the general triumph of the organization.
本文详细论述了文化，跨国组织的变化如何影响组织的人力资源管理实践
人力资源管理是什么？
根据阿姆斯特朗的中号（2008年人力资源管理是一个方法，分类如何组织的目标将可以完成通过人通过人力资源的战略和综合性人力资源规则和观察。人力资源管理的关注，看到的人组织的战略一组由人力资源和项目管理人员，解决相关的业务烦恼的人共同分享的程序和行为。人力资源管理理论的重要基础，胜利的组织文化资源为实现其目标。取决于紧密配合或对准业务和人力资源战略，它侧重于事件的歧视性的公司，从它的竞争者。
伊拉斯谟Swanepael，Westhuize，申克和Wessels（2005）的定义，人力资源管理主要集中在协调和机构的战略要求，所有这些功能所产生的管理和涉及的所有员工履行相同的战术组合。人力资源管理侧重于人力资源专家作出的贡献的组织的胜利。
