For the last three decades, the liberalization of the exchanges and the development of the Foreign Direct Investments (FDI) led the globalization of the economy. The flows of the FDI with the amount of 648 billion dollars in 2004 are sixteen times today than at its being in 1950 . The growth of the FDI came along with significant changes in the strategic and organizational plans. In the strategic subject of the globalization, in the 80s and especially in the 90s, it was the transition toward multidomestic strategies (internationalization of companies) based on independent national products markets. That is why there was movements of relocation and outsourcing of less value creating functions. Furthermore, since the end of the 90s, the increasing of a new kind of actors (institutional investors), increased the weight of financial markets in the lead of the strategies of multinational firms, inciting them to privilege logics of short term return. This financialization of the strategies has consequences on the human resources management.
The human resources management means the whole of medium operated to guarantee the company the adequacy between its resources and its need of staff, on the quantitative and qualitative plan.
[...] Succession planning in Europe In Europe a universal succession planning does not exist. However, there is an individual law for the training and it could be realized by European training offices. The individual law for the training allows the employees to benefit from initiatives of professional training, paid or indemnified, realized on or except the working time. The employees over the years capitalize a credit of hours of training. The initiative of the beginning of this training return to the employees, but the agreement of the employer on the training is indispensable. [...]
[...] This request has to be made before the end of the notice, even if the training initiative takes place after the break of the contract of employment. The employer finances then a sum corresponding to the number of hours acquired in conformance with the individual training. European culture and international Human resources Management styles In all the human cultures, the decisive fact in command is that it depends on the obedience of the individuals. So there are five management styles: Big hierarchical gap, with community mentality: most of the Third World countries. Autocratic style, [...]
[...] Fortunately, the businessmen can now rely on a number of softwares to plan and human resources management to assist them with this strategic task. For many companies human resources planning is a complex task. However this planning could add a lot of value to the company if it is carried out in an effective way. The workforce plays a major role in the success of the companies. So a suitable human resources planning is inevitable to the companies. The human resources planning of the workforce consists of whole activities, the objective is to estimate the demand and the working offer. [...]
[...] This accent put on the objectives of performance in more or less short term conjures the culture of company. Strategy and human resources planning in Europe Companies had faced certain dilemmas. On the one hand, they have to limit the number of employees to insure their financial survival. On the other hand, they must be able to count on the best available talents in their niche of activity if they want to grow and to distinguish themselves in the competitive industry. [...]
[...] The strategic directions could be Development objectives Level of incomes and planned profits Size of the organization and characteristics of the team Objectives of recognition of the organization Quality objectives of products and services Second step: the forecasting of human resources needs A thorough plan regarding the workforce is necessary to create the strategic objectives. This step consists in identifying the kind of skills, the resources that are necessary for the company as well as the moment that is most suitable for the hiring of staff to implement the actions which will allow reaching the ideal situation, according to the established schedule. [...]
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