GLOBAL HUMAN RESOURCE MANAGEMENT IN THE CONTEXT OF CULTURE IN COUNTRIES IN TRANSITION

Abstract

Modern life in a globalized era happens with 24-hour communication and access to information. Companies are increasingly competing to gain a share of the international market. Global human resource management is the process of recruiting, developing, and rewarding talent in international or global companies, and involves managing people from different cultures. Global companies are companies that have subsidiaries in other countries and operate outside their home country, but maintain expertise and production in their home country. They are highly centralized and have strong internal control systems. Multinational corporations are companies that have their headquarters overseas and operate factories and manufacturing facilities in many countries around the world. In the past, people only had to ensure the safety of the group, gather enough food, and later build things. Today, except in war, the need to manage people is primarily determined by material factors (increasing productivity, reducing costs, expanding markets, opening new factories or stores), with security/existential factors being secondary. However, managing own one’s own species is not unique to humans. On the contrary, this phenomenon is found everywhere else in the animal kingdom. The integration of organisms into a community system that supports and ensures their existence, safety, and reproduction is a characteristic that characterizes the organization of all living things, from bacteria and viruses to insects, animals, and humans, with rare exceptions. Companies strive to retain their existing, highly qualified employees for as long as possible, and effective human resource management involves not only employee control strategies but also strategies for eliciting employee commitment. Some authors argue that the effectiveness of human resource management depends on the willingness of companies to link their human resource structures and management policies to global corporate strategies in order to achieve superior performance. With this in mind, it is easy to think that the science of human resource management is as natural as biology or physics. Few formulas in the science of human resource management (HRM) are as consistent and precise as Newton’s law of gravity, but this science delves deeply into the question of human organizations - how people are motivated to pursue many things. How to transform collective effort into shared rewards. The purpose of this study is to critically analyze the role that cultural and economic factors in a transition country play in influencing the organization of human resource departments in various companies in that country.