Accordingly, importing the western package and applying it to the context of developing countries without modification or revision is debatable.
Universalists argue that importing such a package is applicable with little or no modification, while particularists have a completely opposite viewpoint.
It aspires to be fundamentally Unitarian that has little acceptance for the several interest groups, and thus promotes the notion of compatibility of stakeholders’ interests.
In essence, it involves treating employees as valued assets and a source of competitive advantage through their commitment, competency and high quality of performance.
Moreover, it will examine the impact and role of the political, economic, legal, technological and cultural contingencies in limiting or facilitating the applicability of HRM.
Furthermore, it aspires to evaluate the different management styles of expatriates and local managers, as well as work attitudes in multinationals operating in the country.With globalisation and increased opening up of economies, the concept seems to attract the other side of the world especially developing countries.Nevertheless and like any other managerial theory, HRM concepts and practices face the dilemma regarding its applicability and transferability to other settings in general, and to non-western or developing countries in particular (Alder and Boyacigiller, 1995).You can view samples of our professional work here.Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.Human Resource Management emerged in the late 1970s and early 1980s as a new philosophy of managing employment relations particularly in the USA.From the USA, it developed to the English speaking nations and then to the rest of Europe (Brewster, 1994).Thus, it is a western derived concept that evolved in response to political, economic, legal, and technological changes and one which is highly influenced by the cultural context.It aimed to make firms more competitive, adaptive and strategic in a turbulent environment by introducing innovative practices in employment relations and business operations.A clear and well thought research plan is therefore necessary for the success of this research project.This study can be categorised as explanatory as it attempts to understand the phenomenon rather than to create a theory (Kane and O’Reilly-De Brun, 2001).