Globalization Human Resource Management in Middle East
Globalization is an umbrella term for a complex series of economic, social technological, cultural and political changes seen as increasing interdependence, integration and interaction between people and companies in disparate locations.1 The most characteristic feature of globalization is that it can influence any process or phenomenon in any part of the world. Rapid development of international trade and growing concernment of information transfer have made even most conservative countries follow the rules of global processes. Human resource management (HRM) is one of those phenomenons that possess property to change under the influence of globalization. HRM is both an academic theory and a business practice. It is based on the notion that employees are firstly human, and secondly should not be treated as a basic business resource. HRM is also seen as an understanding of the human aspect of a company and its strategic importance2. According to this approach employee has an ability not only to perform his professional duties but also to prove himself in other activity that can bring profit for the company. This way employee has a sensation of being an important part of the company and gives the best return through his work.
Islam also asserts that the nature of relationships between people life, especially in cities and other urban areas, alongside the traditional arts5. Iran represents great interest for the investors looking up to seniors for direction, family-orientation, uncertainty avoidance, and fatalism yet acceptance of responsibility for one's actions, what are among the Islamic roots of Iranian culture. After the foundation of Nepal Bank Limited in 1956, government started systematic investments in public sector of economy. As not all of the countries situated in the Middle East are open for the foreign investments the level of human resource management is different there. The existence of international companies depends on the attractiveness of the country and on the ability of the expansion into this country. The first one concerns the system of choosing, training and paying those employees whose work is connected with communication with different cultures and who make business trips too often. Even HR departments' activity is different from traditional European HRM. But in more global scope it has no influence on the way companies function and on the style of management they use. Nepal is located in the Himalayas between India and Tibet. In western world, Middle East is mostly associated with Arabic and Muslim culture and continuing instability and military conflicts. Pakistan is located in South Asia. People who work with international companies are interested in doing this in proper way in order not to fail. Study of Khili (1995) shows that Pakistan businesses make successful shifts towards European model of business administration, as local and foreign companies reorganized personal in HR divisions. In other words it can be interpreted as "a general unquestioning respect for authority, people are integrated as cohesive groups and they are emotional"11.
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