
Contents
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24.1 Introduction 24.1 Introduction
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24.2 An Analytical Framework 24.2 An Analytical Framework
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24.2.1 The Influence of HR Considerations on FDI Decisions 24.2.1 The Influence of HR Considerations on FDI Decisions
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24.2.2 The Diffusion of Preferred HRM Strategies Abroad 24.2.2 The Diffusion of Preferred HRM Strategies Abroad
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24.2.3 Taking Union Representation into Account 24.2.3 Taking Union Representation into Account
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24.2.4 The Environmental Context and Issues of Corporate Social Responsibility 24.2.4 The Environmental Context and Issues of Corporate Social Responsibility
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24.2.5 Aligning Global HR and Business Strategies 24.2.5 Aligning Global HR and Business Strategies
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24.3 Summary and Future Directions 24.3 Summary and Future Directions
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References References
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24 Multinational Companies and Global Human Resource Strategy
Get accessBill Cooke is a Visiting Professor in the School of Labor and Industrial Relations at Michigan State University. His research concerns multinational companies and foreign and global human resource/collective bargaining strategies, the integration of technology and HRM strategies, work team systems, and union–management cooperation, and he is editor of Multinational Companies and Global Human Resource Strategies (Greenwood Publishing).
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Published:02 September 2009
Cite
Abstract
This article focuses on the salient human resource strategy issues and dynamics that come into play as a function of the multinational reach of companies. Although the overall objectives of formulating and implementing HR strategies are the same for national and multinational companies, global HR strategies must take into account factors germane to direct investments made abroad and the management of cross-border operations. At question herein, therefore, is: What factors or considerations are unique to companies operating across borders and what are the implications of these factors in regard to the successful development and deployment of global HR strategies? The article's aim in venturing to articulate a fairly encompassing framework is to stimulate further discussion and debate about how we can better frame our enquiries and analyses to improve our broader theoretical and practical understanding of global strategic HR issues.
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