Ấn phẩm:
Between local and global approach : need for diffused model of HRM – case of Shifa International Hospital. Vol.3 No.5 2013 [Tài nguyên điện tử]
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Tóm tắt
In Shifa, It was observed that locally trained HR managers could better synchronize employees' aspirations with standards of diffused model as compared to foreign trained managers. It was found that the former group of professionals appreciated local values; therefore they considered these values while following standardized rules and regulation; whereas the latter group took it as a bunch of obsolete concepts which had nothing to do with employee management practices in urban/modern organization. Therefore, positive perception of locally trained managers' about the indigenous' wisdom and its consideration in employee management decisions enabled them to play a proactive role in developing cultural fit HR practices, besides winning the support of both, management and the workers. This also allowed them to “maintain balance” between local aspiration and international standards of operations. Although SIH is unique in terms of its mission, services, organization, and its use of technology, it is believed that this unique case may provide useful insights for organizations in similar situations. Many of the difficulties faced by SIH either support or help to understand situations prevailing of other organizations working in the context of Pakistan. For instance, any public or private organization or multi-national corporation following Western (diffused) HR model to regulate workforce in the local setting can get benefit from this research.
Mô tả
Emerald Emerging Markets Case Studies
Năm xuất bản
2013
Tác giả
Saher, Noreen
Nhà xuất bản
Emerald Group Publishing Limited
Bộ sưu tập
Vui lòng sử dụng ứng dụng TMU DRM để tải/mượn tài liệu số
