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HUMAN RESOURCE MANANGEMENT IN EMERGING MARKET MNCS

HUMAN RESOURCE MANANGEMENT IN EMERGING MARKET MNCS. “ In about 25 years, the combined GNP of emerging markets will overtake that of currently mature economies, causing a major shift in the centre of gravity of the global economy away from developed to emerging economies”.

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HUMAN RESOURCE MANANGEMENT IN EMERGING MARKET MNCS

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  1. HUMAN RESOURCE MANANGEMENT IN EMERGING MARKET MNCS

  2. “In about 25 years, the combined GNP of emerging markets will overtake that of currently mature economies, causing a major shift in the centre of gravity of the global economy away from developed to emerging economies”. • (Antoine van Agtmael 2007) • “Emerging markets already account for more than 50 percent of global economic output. Emerging markets MNC’s like TATA, INFOSYS,WIPRO (of India) HAIER in China, EMBRAER and CVRD from Brazil, HYUNDAI and SAMSUNG in Korea, SAB MILLER and SASOL from South Africa, are now global players” • (Antoine van Agtmael 2007)

  3. HRM IN EMERGING MARKET MNC’s • Primary role of business models and sector dominant globalizing strategies – commodities (AngloGold Ashanti, Anglo American & de Beers), manufacturing (SAB Miller) and services sectors (Naspers, Old Mutual, MTN) • Divergence / convergence / “cross – vergence discourse overtaken by “reverse diffusion” of business and HR practice. • Accommodating MNC & national culture and regulatory environment (e.g. XXaro/Khumba resources China) • 4. Appropriateness of western business management principles and practices: now shift to appropriateness of BRICS MNC policies and practices in host markets?

  4. HRM IN EMERGING MARKET MNC’s • 5.Epistemological Shifts in theory and practice of IHRM • Organsational staffing – local / international mix? (Naspers SA China) • Remuneration practices – primarily low cost? (Khumba Resources China) • Cost / competitive strategies to dominate?

  5. HRM IN EMERGING MARKET MNC’s • Approaches to skills development – massification of semi and high skills training vs focused corporate learning programs (e.g. AngloGold Ashanti)? • Employment relations – new models? • Culture fit and socialisation? • Talent attraction and retention – local / expats?

  6. HRM IN EMERGING MARKET MNC’s • 6.Increasing importance of: Emerging market business practices, MNC cultures, leadership styles, HRM practices, organisation structures & systems & cross cultural issues in effective diffusion of HRM practices.

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