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"The significance and value of Hofstede's work cannot be overstated......the criticisms levelled against him are dwarfed by the strengths of [his] work in comparing cultures and applying cultural examination to practical management problems......The four dimensions tap into deep cultural values and allow significant comparisons to be made across national cultures. To ignore his findings would be inexcusable."(Tayeb, M., (2003) International Management: Theories and Practices. Harlow: Prentice Hall.)
Critically analyse Hofstede's work, identifying the strengths and weaknesses as you see them. Then apply your findings to areas of human resource management practices in a country with which you are familiar (perhaps your own country), demonstrating the extent to which Hofstede's findings apply. Suggest ways in which Hofstede's findings might be further developed.
Human Resource Management as the name suggests, it is a management discipline which deals with the human i.e. the workforce aspect of organizations. Need and practices of HRM are inevitable in present scenario of extreme competition where "Talent War..
The main motive for conducting this research is to provide broad range of research of the literature and their reviews related to training and development and assisting the employees in providing customers satisfaction.
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Review the Unit Introduction and the Learning Resources, including the HR/OB Matrix.
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Human resource management is more challenging for a multinational business than a strictly domestic business, international assignments maintain to be an important aspect of international business from the organization's perspective
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Discuss the main HRM challenges facing public leaders Describe the common reform trends in HRM in the past two decades
Discuss the major factors in recent times that have strengthened the argument that people are assets not costs. Use examples to illustrate your answer (b) What are the major distinctions between personnel management and human resource management?
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