Abstract
| Language | English |
|---|---|
| Pages | 54-70 |
| Number of pages | 17 |
| Journal | New Zealand journal of human resources management |
| Volume | 17 |
| Issue number | 1 |
| Publication status | Published - 2017 |
| Externally published | Yes |
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Keywords
- National culture
- cultural distance
- strategic global human resource management
- global mindset
- expatriation/inpatriation
Cite this
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HR guidelines for mitigating cross-border regional differences : creating the foundation for a global mindset. / Moeller, Miriam; Harvey, Michael; Maley, Jane.
In: New Zealand journal of human resources management, Vol. 17, No. 1, 2017, p. 54-70.Research output: Contribution to journal › Article › Research › peer-review
TY - JOUR
T1 - HR guidelines for mitigating cross-border regional differences
T2 - New Zealand journal of human resources management
AU - Moeller, Miriam
AU - Harvey, Michael
AU - Maley, Jane
PY - 2017
Y1 - 2017
N2 - Multinational organizations experience the need to diversify their managerial talent throughout their organizational hierarchies to achieve what is known as a global mindset - attaining a holistic perspective of how to conduct businesses while recognizing and acting upon the many forces of globalization. Optimal composition of managerial talent exists when multiple perspectives or cultures are included in decision-making processes that allow organizations to compete more effectively. Through this practice some organizations may acquire a competitive advantage over others. By incorporating global talent, organizations have a responsibility to assess current HR policies and practices and build in flexibility to foster a more strategic sense of incorporating talent. This paper discusses ways to leverage diversity by making a case for flexible and strategic global human resource policies and practices.
AB - Multinational organizations experience the need to diversify their managerial talent throughout their organizational hierarchies to achieve what is known as a global mindset - attaining a holistic perspective of how to conduct businesses while recognizing and acting upon the many forces of globalization. Optimal composition of managerial talent exists when multiple perspectives or cultures are included in decision-making processes that allow organizations to compete more effectively. Through this practice some organizations may acquire a competitive advantage over others. By incorporating global talent, organizations have a responsibility to assess current HR policies and practices and build in flexibility to foster a more strategic sense of incorporating talent. This paper discusses ways to leverage diversity by making a case for flexible and strategic global human resource policies and practices.
KW - National culture
KW - cultural distance
KW - strategic global human resource management
KW - global mindset
KW - expatriation/inpatriation
M3 - Article
VL - 17
SP - 54
EP - 70
JO - New Zealand journal of human resources management
JF - New Zealand journal of human resources management
SN - 1175-5407
IS - 1
ER -