Comments: Past, Present and Future of International Parliamentary Institutions
In: The Federalist Debate, Band 29, Heft 3, S. 17-20
ISSN: 1591-8483
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In: The Federalist Debate, Band 29, Heft 3, S. 17-20
ISSN: 1591-8483
In: Emerging markets, finance and trade: EMFT, Band 52, Heft 10, S. 2253-2266
ISSN: 1558-0938
In: Journal of women, politics & policy, Band 38, Heft 2, S. 175-198
ISSN: 1554-4788
In: Chronique ONU, Band 53, Heft 2, S. 27-29
ISSN: 2411-9911
In: Social pathology & prevention: SPP, Band 2, Heft 2, S. 89-90
ISSN: 2464-5885
In: Revue française de science politique, Band 66, Heft 3, S. V-V
ISSN: 1950-6686
In: Journal of social sciences: interdisciplinary reflection of contemporary society, Band 48, Heft 3, S. 254-258
ISSN: 2456-6756
In: Australian journal of political science: journal of the Australasian Political Studies Association, Band 51, Heft 3, S. 598-611
ISSN: 1363-030X
In: Peacebuilding, Band 4, Heft 3, S. 247-261
ISSN: 2164-7267
In: History of European ideas, Band 42, Heft 8, S. 1115-1116
ISSN: 0191-6599
In: Social movement studies: journal of social, cultural and political protest, Band 16, Heft 3, S. 380-381
ISSN: 1474-2837
In: Lithuanian foreign policy review, Band 35, Heft 1, S. 137-142
ISSN: 1822-9638
In: Ekonomske teme: Economic themes, Band 54, Heft 2, S. 281-300
ISSN: 2217-3668
In today's business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.
In: Community development journal, Band 51, Heft 3, S. 457-459
ISSN: 1468-2656
In: Max Planck yearbook of United Nations law, Band 19, Heft 1, S. 581-589
ISSN: 1875-7413