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This paper challenges De Cieri and Dowling's SHRM model on the grounds that it ignores established national perspectives on localized HRM systems and policies. The wish to integrate domestic HRM into De Cieri and Dowling's SHRM framework may then be a worthwhile exercise from an academic point of view, however, various motivations out of a literature review argue for considering domestic and SHRM as different entities. Potent cultural variables, which seem to affect HRM performance, have been identified and lesser than expected 'Convergence' of HRM practices argue for the strength of local responsiveness in HRM policies and practices.
- Format: WORD
- Size: 136 KB