International Human Resource

Management
Chapter 7 HRM in Developing
Countries

Topic & Structure of the lesson

Learning Outcomes
Review current perception of the management
of people in the developed countries
Challenge the concept of HRM as it is perceived
and applied in such countries
Suggest a more constructive approach to
managing people in such countries that takes
into account the complexity of stakeholder
interests

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Challenging The Concept of HRM

In Developing Countries
- There has been an increasing emphasis
in Western literature on the stakeholder
approach managing organisations
- The concept of HRM is itself a product of a
particular Anglo-American culture. It is
likely that the to hard & soft approaches
taken within Western organisations
- Working within this conceptualisation of
people as a means to an end
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 It is likely that when Western managers or

managers educated in the Western tradition, try
to implement Western human resource
practices in cultures which have a different
concept of value of people,
Then incompatibilties will be manifested through
lack of involvement and motivation
By employing a concept of locus of human value
we can start to explore the positives within
developing countries
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*and look towards the contributions that can be made if

this concept is understood and adopted in
formulating people management policies and
practices.
From this perspective, the paradigm behind the term
developing country is challenged where the term
people management can be adopted to overcome
the culture boundedness of the term human
resource management

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Developing Approaches to Managing

People in Emerging Countries
1)

2)

Accommodating the interests of multiple stakeholders

as a result of their adoption of structural adjustment
programmes and being launched into a
comprehensive global market place, companies in
emerging countries may be becoming increasingly
result-focused & have primacy of stakeholder value as
their main strategic driver.
Obtaining commitment & motivation there is a need
to maintain a high level of awareness of the
contributing factors to the way organisation is
managed through principles, policies and practices

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3) Assessing the appropriateness of mgt

techniques the people should be valued in
their own right, they should be consulted and
they should be treated fairly and ethically in an
organisation that is not merely concerned with
short-term results & making profits or gaining
results. The fact that orgn were seen as
hierarchical, authoritarian, rule-bound,
outcome based at the same time shld
encourage employee participation (move
towards Western influences)

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4) Managing dynamics of multiculturalism may

involve managing power relations that are
bound with interaction among people e.g
South Africa has one of the most highly
developed anti-discrimination laws in the
world. Attempting to regulate relationships btw
gender & ethnic groups

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Quick Review
Question
1)Why is it developing-developed world
paradigm problematic in conceptualizing the
issues involved in managing people in
emerging countries?
2) How can people management practices be
developed in emerging countries in order to
make them more appropriate to the local
situation?

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Question and Answer Session

Q&A
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