International HR management take a country of your choice and consider Essay

International HR management take a country of your choice and consider how the various human resource management activities hav - Essay Example Particular emphasis has been given on the role of the internal and the external contexts in the current form of HRM in the specific country. Through the literature, which has been published in the specific field, it is revealed that the HRM in Britain responds to many different needs. Because of this fact, efforts are made by the local authorities to support the development of HRM across the country, a target that is not always achieved. The unions, which had traditionally a significant power in Britain, have found to have a controversial role in the promotion of the rules of HRM. Under certain terms, the claims of the unions are not always supportive for the HRM, but such problem could be normally expected since the HRM does not refer solely to the employee but to the employer also, incorporating the views and the interests of both these parties. In the above context, this paper aims to present the current forms of HRM in Britain, as being influenced by a series of internal and exte rnal contexts. At this point, it was considered as necessary to refer to the nature and the characteristics of these contexts, especially regarding their involvement in the development of HRM across Britain. 2. Human Resource Management in Britain 2.1. HR in Britain – overview The form and the development of HRM in Britain have been traditionally related to the local social and cultural trends – a phenomenon common in other countries worldwide. In accordance with Storey (2007, p.4) one of the most critical points for the development of HRM has been its transformation in 1980s. It was then that the personnel management, as the labour management was then organized changed; a new, advanced form of personnel management, the HR management appeared. Like the personnel management in the previous decades, the HR management in Britain had to face a series of significant problems. Regarding this issue, the following comments should be made: HRM, as appeared in Britain in 1980s, also developed in USA and in other countries worldwide. However, it was in Britain where the theoretical context of HRM, as an advanced form of personnel management, was developed. Furthermore, HRM in Britain was not related just to the workplace or the labour laws. It was also related to the local political ideologies, a fact emphasized in the study of Storey (2007). In the above study, emphasis is given on the following fact: HRM in Britain has been related simultaneously with economics and politics, at such point that it could be characterized as a political and economic framework, and not just an organizational framework, as it could be initially thought (Storey 2007, p.4). The dependency of HRM from the political and economic conditions in Britain is clearly explained in the study of Hendry (1995). The above researcher refer to the political and economic environment of 1980s – when HRM appeared – in order to show the close relationship between the external environ ment and the HRM, a phenomenon which made quite clear in Britain. It is explained that during the 1980s the British economy had to face strong pressures because of the turbulences in the global market; inflation in the British market was negatively influenced. As a result, wage inflation was also affected, a problem which faced by increasing the level of wages across the country. Indeed, at that period, the increase of