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Best Practice in Human Resource Operations For Multinationals Assignment Sample PDF
Best Practice in Human Resource Operations For Multinationals Assignment Sample PDF
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all these changes, the requirement of managing human resources of the companies has been
increased significantly and it led to increase in demand of HR departments and operations in the
business organizations, especially in MNCs. For example, Vodafone Group Plc operates in over
30 countries and employs more than 85000 people. Hence there is a very high requirement of HR
departments for the purpose of managing the large numbers of employees in all over the world.
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these new technologies and electronic systems results in saving time and money as well as
improve the accuracy and efficiency of the organization. Furthermore effective motivation of the
employees is also one of the major practices in human resource operations in Multinational
Corporations, as it significantly help in improving satisfaction level of the employees as well as
their contribution in success of business organizations. For example, MNCs like River Island is
effectively motivating its employees through use of various types of monetary and non-monetary
incentives as well as effectively fulfilling their needs and requirements. It leads to improve the
morale and motivation level of the employees and improves their contribution in the
achievement of the objectives of providing best and latest looks to the customers (Bamber,
Lansbury and Wailes, 2011).
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REFERENCES
Booksandjournals
Bamber, G. J., Lansbury, R. D. and Wailes, N., 2011. International and Comparative
Employment Relations: Globalisation and Change. London: Sage Publications.
Bartlett, C.A. and Ghoshal, S., 2002. Managing across Borders: The Transnational Solution.
London: Random House.
Edwards, T. and Rees, C., 2011. International Human Resource Management: Globalization,
National Systems and Multinational Companies. London: FT/ Prentice Hall.
Faulkner, D., Pitkethly, R. and Child, J., 2002. International acquisitions and mergers in the UK
1985-94. International Journal of Human Resource Management. 13(1). pp.106-22.
Harzing, A. W. and Pinnington, A. H., 2011. International Human Resource Management,
London: Sage Publications.
Hofstede, G., 2001. Culture’s Consequences: Comparing Values, Behaviors, Institutions and
Organizations Across Nations. CA: Sage.
Kang, N. and Moon, J., 2012. Institutional complementarily between corporate governance and
corporate social responsibility: a comparative institutional analysis of three capitalisms.
Socio-Economic Review. 10 (1). pp.85–108.
McSweeney, B., 2002. Hofstede’s Model of National Cultural Differences and their
Consequences: A Triumph of Faith – A Failure of Analysis. Human Relations. 55(1).
pp.89-118
Romani, L., 2011. Culture in International Human Resource Management’, in: A.-W. Harzing
and A.H. Pinnington. International Human Resource Management. London: Sage.
Tayeb, M. H., 2005. International Human Resource Management: a Multinational Company
Perspective. Oxford University Press.
Online
Bruce, S., 2013. Top 10 Best Practices in HR Management for 2013. [online]. Available through:
<http://www1.unisg.ch/www/edis.nsf/wwwDisplayIdentifier/2840/$FILE/dis2840.pdf>.
[Accessed on 30th December 2013].
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