Article | Open Access | Published: 31 May 2014
Human Resource Management Practices: A Case Study of South Asian Countries
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Abstract:
The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, the force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic, and political factors causing the change. The study is based on secondary data collected through extensive research on present and past literature available on the topic. HRM is in a reforming process towards the development of organizational transformation in South Asia. Also, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs influence, and bilateral relations among the SAARC members. Due to cultural impediments, organizations are finding it difficult to implement modern HRM practices in true letter and spirit. This study may draw some lessons for the development and collaboration of novel opportunities of SAARC industries HRM practices in South Asia.
Keywords:
HRM Practices, SAARC, South Asia, Socioeconomic and Cultural Influence, Foreign Direct Investment (FDI), Multinational Corporations (MNCs).
Publisher:
ILMA UNIVERSITY
Published:
31 May 2014
Issue:
Issue 1 : Volume 10
E-ISSN:
2409-6520
P-ISSN:
2414-8393
This is an open access article distributed under the terms of the Creative Commons Attribution CC BY 4.0 license, which permits any use, distribution, and reproduction of the work without further permission provided the original author(s) and source are credited.