International and comparative HRM Assignment Example | Topics and Well Written Essays - 3000 words

International and comparative HRM - Assignment ExampleAs argued by Edwards et al. (2001, p.201), the intricate connection between markets and institutions, and the strong-arm benefits of actors ultimately influence the transfer of HR practices within MNCs. This paper will critically evaluate the manner in which host and home country environments link up to yield the forces that eventually influence the transfer of HR practices within British MNCs operating in China. This evaluation will consider the cultural, institutional, and organisational barriers or facilitators while citing examples of item HR practices that argon more likely to be adopted in the Chinese national cultural and institutional context.Within the context of increasing interconnection and interdependence of nations, businesses postulate successfully expanded their operations beyond national frontiers thereby leading to the rise of MNCs (Ferner & Quintanilla 1998, p.710). MNCs can simply be understood as corporati ons that have their headquarters in one state and operations spread out in several other countries as suggested by the word multinational. MNCs are naturally oligopolistic powers that tend to dominate markets while joining forces with other great businesses to gain monopoly. MNCs explore the latest advanced technologies to deliver excellent value products and go across their chains. In most cases, MNCs invest heavily on research and development of new improved technologies for maximum efficiency in chain operations. MNCs have grown significantly in the recent past thereby contributing immensely to the global GDP (Edwards, Marginson & Ferner 2012, p.2). The scope of MNCs operations has increased further, avocation the prevalent deregulation of global economies to eliminate barriers to foreign domestic investment.The level of transfer of HRM practices in different types of MNCs varies exceedingly, because they adopt varying strategies to the transfer of HRM practices