Examine the distinguishing features of HRM in Europe Essay

Examine the distinguishing features of HRM in Europe - Essay ExampleCray& Mallory (1998) say it was a reaction against the to a greater extent functional approach embodied in personnel management.Relative to this phenomenon is another growing trend which is globalization. Organizations and personal credit linees have become global as a conclusion of technological innovations, and the introduction of more development in communications and transportation. The internet and information technology have revolutionized the way organizations and businesses work.Globalization is not new. This has been with the world business and economy since the centuries after Columbus and da Gama started their voyages from the Mediterranean. Globalisation has revolutionized businesses and organisations. A commonly accepted definition of globalization by economists, says Van Der Bly (2005, p. 875), is that it is the international economic consolidation that can be pursued through policies of openness, th e liberalization of trade, investment and finance, leading to an open economy. The importance of borders between different countries is reduced, and similar events and phenomena in countries end-to-end the world are more easily linked.1.) HRM is now considered the determinant factor in the success or failure in international business (Black et al., 1999, cited in Scullion & Paauwe, 2004), and also the success of global business depends most importantly on the quality of management in the MNC (Stroh and Caligiuri, 1998, cited in Scullion & Paauwe, 2004)HRM emphasizes that employees are critical to achieving sustainable war-ridden advantage that human resources practices need to be integrated with the corporate strategy, and that human resource specialists help organizational controllers to meet both efficiency and equity objectives (Bratton, 1999, p. 11). single of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984, cited in Armstr ong, 2006, p. 4), which held that HR systems and the organization