代写论文价格– 跨国界的战略和人力资源实践 。在考虑人力资源政策和实践的转移时，首先要考虑经济全球化及其国家间国界消失的趋势。这带来了特定的实践扩散和工作系统，导致全球趋同和国家差异侵蚀，至少在整个行业(Pradhan, 2007)。最普遍的讨论是，制度因素推动跨国公司采取跨国界的战略和人力资源实践，导致更强的同质化。从这些角度来看，通常跨国公司被视为全球传播最佳实践和国际转移的手段(Ohmae, 2010)。
While considering transfer of HR policies and practices, in the first place it is required to take into consideration economic globalization along with its trend towards national borders disappearance between nations. This brings on specific practices diffusion and systems of working, resulting in global convergence and national differences erosion at least across the sector (Pradhan, 2007). The most general discussion is that institutional factors push MNCs to adopt strategies of cross border nature and their practices of HR leading towards enhanced homogenizations. From these perspectives, normally MNCs are seen as means of globally spreading best practices and international transfer (Ohmae, 2010). This research report is of the conclusion that, taking into consideration the argument from research based on several studies, the fictitious organization, “Whenever” will undertake to transfer its HR policies from US to UK. The HR policies to be transferred as discussed in the paper are inclusive of employment related policies and policies on training as well as recruitment of employees.
Also investment increase through emerging economies within developed along with emerging markets especially through acquisitions implies that there is more requirement for practitioners of management to acknowledge the manners in which Multi-nations from economies strategize as well as act in diffusing its management practices coordination (Ngo et al., 2008). It is clear from the perspective of this paper that U.S model has the applicability for a MNCs, UK based subsidiary. Furthermore, this paper concludes that multinationals try managing the balance between local responsiveness and global integration in several manners across their practices and policies in international workforce management. Combining multiple institutional influences combination such as origin nation, local and dominant influences over the IHRM approaches pattern adopted through a multinational (McCann, 2014). Other institutional influences this paper has studies include inter and intra organizational factors of HRM related to capabilities of actors, the relationship shared by them and the involvement arrangement. These play an essential role in policies and practices actual design and implementation.
The recommendations offered for the fictitious organization when attempting to transfer its policies are as follows (McCann, 2014). The recommendations offer guidance on appropriate transfer process intra departmentally and interdepartmentally.
Keeping a focus over Intradepartmental process of transfer: Depending upon the requirements of the area as determined through managers, the department should be given authority on transferring practices within the department for maintaining workflow and results of efficient and productive nature (Fenton-O’Creevy et al., 2008). Managers should be encouraged for making internal announcements with regard to opportunities.
Interdepartmental transfer process should be focused upon from the perspective of employee responsibilities, hiring responsibilities of managers and responsibilities of human resource. Before a transfer is initiated, it is recommended that the employees are informed of the change being initiated.
A good transfer process should be such that it offers insight into every aspect of policy to be transferred for example accessing the system for human resource management with regard to recruitment and ensuring that such needs are met (Almond, 2011).
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