HRM in Multinational Companies (Essay Sample)

It is evident from the two reviewed articles that of the MNCs currently in operation in Ireland, a majority of them tend to use their home country practices when it comes to the functions of HRM, than the opposite of that which are the traditional host country practices that are found in Ireland. This is especially so when it comes to U.S. MNCs, which contrast in several ways with the other MNCs. From the two articles, the befitting conclusion is that home country HRM practices are the best to use. This is because they work better for the MNC employing them and additionally, since such practices are familiar territory, daily operation goes on smoothly.
The two articles mainly analyze the practices of different MNCs in Ireland, and integrate their findings which from reading, tend to be similar all around. The two articles are similar in that they seem to suggest that most foreign MNCs in Ireland tend to use home country practices in the daily operation of business. This is clearly presented by supporting evidence. Some of the strong evidences found in both articles are as regards workers unions. The two articles say that Ireland MNCs are in strong support of the unions while foreign ones are not, most especially the U.S. Other evidences revolve around the functions of human resource in which countries such as the U.S. include their HRIS which operates as shared services center another differing point. A final differing point is in terms of employee performance appraisals whereby countries like U.S. are in support, and Ireland, not so much so.
There are strong arguments and evidences from the two articles that depict the use of home country HRM practices amongst MNCs. In a managerial capacity, these are practical issues to consider, as they can affect the daily company affairs. A best approach would have to be picked and would be dependent on whether the MNC is from the host count...