International Human Resource Management Term Paper

International Human Resource Management - Term Paper ensampleHR has come a long way from its traditional employment of personnel vigilance to be considered the strategic partner of the organization. Today HR plays a proactive role in taking the initiatives and concentrating on the deliverables. HR is involved non only in the implementation of strategy but also in strategy formulation. HR is now considered one of the sources of competitive advantage for the political party. Although the role and importance of HR is not debatable any more but in practice its role varies not only from company to company but also from country to country. This paper go forth discuss international human election management and its various approaches with special reference to Spain. The aim of this paper is to study the institutional context that shapes and influences HRM in Spain. Different laws related to HRM, education and training system, employer organizations, trade union organization, collect ive bargaining structures, company cheek arrangements and its impacts on HRM will be discussed here. A case study of a Spanish organization will also be discussed to study various practices and activities of HR. Historical Background of HRM in Spain Although human capital has eer been important but recently the importance of human capital with comparison to capital, raw material, land and eve technology has increased a lot. It is believed now that in this global world the key to success is having a better human capital than your competitors. It is difficult to obtain and control positive contributions from the employees hence efforts are make to make an environment that ensures voluntary flow of such employee behavior. The concept of Human resource management (HRM) has followed the homogeneous path which international HRM has followed moving from personnel management to strategic HRM. The development of HRM in Spain can be better understood if the developments are studied in the chronological order. The history of Spanish HRM can be divided into five periods. HRM during the Franco regime, (1950-9) marked by clerk autarchy The economic crises and political transition, Human transaction (1960-76) Development planning From the economic crises to economic recovery, labor relations (1977-85) conflicts and agreements HRM in todays Spain In the period of clerk autarchy the main focus was on bureaucracy. HR was restricted to the daily management of data and ensuring working according to the pre-established rules and regulations. It was the era of personnel management. The purpose of the personnel management was to make employees comply with the rules and regulations of the business. Spain has seen different labor conditions during its development. The first form was the personnel management where foreman was assigned the role of personnel manager but in a very restricted form. The second phase was of the economic crises and political transition. It is marked by human resource development planning. In this phase the shift was towards technocracy. The adapted employees were given importance through various incentives for enhancing performance, training and development programs, appropriate selection process attach to by adequate salary scales classified according to the service. Here the personnel management role of HR was to ensure that employees adapt according