To what extent do differing human resource management and training Essay

To what extent do differing human resource management and training practices contribute to varying levels of success between major national economies - Essay Example It also enhances positive relationships within organisations in order to enhance greater success at the workplace. Thirdly, the theory enhances the development and motivation of employees in order to perform better at the workplace. In terms of negative criticisms, the theory does not clearly explain how the various relations within an organization enhance success in international business across countries. The theory also fails to explain how HRM is linked to the strategic management of an organisation. Wright and Snell (1991) argue that abilities and skills are environmental inputs; behaviours of employees are throughputs; and satisfaction and performance of employees are outcomes. Therefore, the function of the HRM is to recruit, retain, utilize, and displace competencies in organizations (Jackson and Schuler, 1995). The primary positive aspect of the theory is that it provides key functions of HRM which help HR managers to perform their duties of managing personnel effectively. Therefore, the theory provides key understanding of how HR managers can manage employees effectively to achieve higher results and success in international business (Wright and Snell (1991, p. 216). The main criticism of the theory is that it focuses more on systems than processes; it identifies the various items that are included in an open system rather than explaining how these items work in a human resource department. It also neglects most aspects of human resource management including policies on labour relations and human resource policies at the workplace. The transfer of human resource policy and practice occurs due to international competition pressure, organisational politics and international integration (Yu and Wu, p. 122). In terms of positive aspects, the theory enables the understanding of the success of HRM practices in different countries. It is also important for the understanding of international