HRM-5011 V2

Jamali, A. J. (2022). The analysis of Rolls Royce in the perspective of international human resource management and cross-cultural differences. Spectrum Journal of Innovation, Reforms and Development, 8, 234–243.
This article examines the key functions of the Human Resources (HR) department at the British multinational company Rolls Royce, specifically in a simulated scenario of the company’s expansion into Uzbekistan, with a focus on cross-cultural challenges. The paper provides a detailed analysis of core HR activities, including recruitment and selection, reward and retention, and training and development, highlighting how each of these functions would adapt to the new cultural environment.

Aust, I., Matthews, B., & Muller-Camen, M. (2020). Common good HRM: A paradigm shift in sustainable HRM? Human Resource Management Review, 30(3).
The article highlights how the purpose of HRM has been transformed in the search for sustainability. The authors present four Sustainable HRM types and describe how HRM can effectively contribute to solving today's “grand” sustainability challenges by applying ideas from a common good economy perspective. They propose that a new type of Sustainable HRM – Common Good HRM – could be essential in driving progress toward addressing sustainable development goals (SDGs) in Sustainable HRM.

Waruwu, E. (2024). The global workforce: Challenges and opportunities in international human resource management. Journal of Management Small and Medium Enterprises (SME's) 17(2).
This article investigates the challenges and opportunities in international human resource management (HRM) in Indonesia and its strategies. It describes how companies manage HRM across various dimensions and addresses cultural differences, employment policies, and international recruitment factors.

Ma Rui. (2021). Human resource management in multinational companies—— from the perspective of Hilton Hotels. E3S Web of Conferences, 235, 02058.
This article discusses the different cultural environments; multinational companies need to use human resource management effectively to promote their operation. By analyzing the current situation of human resource management of Hilton Hotels, this paper explored the universal management experience, hoping to provide a reference for the development of China’s multinational hotel.

Nitta, K. A. (2019). The politics of developing global human resources in Japan. Globalisation, Societies, and Education, 17(3), 339–352.
This article brings insights into how Japan has made developing global human resources ("gurobaru jinzai ikusei") a national priority. The government has invested billions of yen annually to double the number of Japanese students studying overseas, double the number of globally competitive Japanese universities, and improve Japanese students' English test scores.

Alvarado-Vargas, M. J., Hermans, M., & Newburry, W. (2020). What’s in it for me? Local employees’ anticipated career opportunities derived from firm internationalization. Journal of Business Research, 117, 201–211.
This article delves into understanding the different perceptions that local employees have of the career opportunities they can derive from firms’ internationalization when compared to the senior managers who manage this process. The authors argue that perceptions of internationalization-related career advancement opportunities represent a perceived fit between employees and organizations. This relationship is positively moderated by perceived firm international competitiveness, but not by the extent to which an employee has a global mindset.

Horwitz, F. (Academic). (2016). Frank Horwitz discusses international human resource management [Video]. SAGE Knowledge.
Dr. Frank Horwitz discusses why it is important to study international human resource management and identifies some of the people who influenced him to conduct research in this field. He explains some of the challenges in managing human resources in emerging markets, including cultural and economic differences. Finally, Dr. Horwitz discusses his own strategies for teaching about international human resource management.