Describes the practical problems that the director of human resources of the North American subsidiary of a French group encountered related to cultural misunderstandings and stereotyping. Specifically deals with the difficulties he experienced when organizing internal training programmes,...

Developing people in an international context is a difficult and expensive activity to manage. It is important that organizations analyse carefully the requirements they have, and formulate a strategy accordingly. Examines the factors to be taken into account, and the types of international...

Purpose – The primary purpose of this research paper is to understand the role of national cultural dimensions on “best” HRM (human resource management) practices in India. India is considered a major emerging economy in the world today. US multinationals are significantly increasing their...

Purpose – The aim of this paper is to examine how the cultural context and other institutional factors may influence the amount of direct communication with employees in nine European countries. Design/methodology/approach – Nine countries were selected from the Cranfield Network on...

Purpose – The purpose of this paper is to provide an overview of past and current developments in human resource (HR) function in Lithuania. Design/methodology/approach – The paper discusses the antecedents of HR function developments in Lithuania through an analysis of the country's...

This paper attempts to interpret the HRM practices studied through the CRANET research in the light of the general societal culture tendencies as revealed by the GLOBE study. The study analyses the nine dimensions of societal culture, using data from 19 countries that have participated in both...

In France, no other specialist business function is so predominantly marked by culture as HRM. In France, Cartesian patterns of analytical thinking, the passion for anti‐authoritarian individualism, and the reduction of disorder through legislation and bureaucracy influence the company′s...

Poses the question whether, on an academic level, human resource management (HRM) is a scientific discipline of management. To arrive at an answer, brings together findings of a survey concerning the foundations of HRM then links them by four central hypotheses. The first (rather speculative)...

Examines the relationships between cultural values and preferences for human resource management (HRM) policies and practices in a sample of Taiwanese employees. Specifically, seeks to examine patterns of Chinese national culture in Taiwan, to identify the preferences of employees for specific...

Purpose – The purpose of this paper is to study the case of one French multinational company which has undergone a process of radical restructuring and “internationalization” because of acquisitions of Anglo‐Saxon multinational companies. It examines how the organizational changes...