Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda

Abstract

In this article, we highlight the significance and need for conducting context-specific HRM research, by focusing on four critical themes. First, we discuss the need to analyze the convergence-divergence debate on HRM in Asia-Pacific. Next, we present an integrated framework which would be very useful for conducting cross-national HRM research designed to focus on the key determinants of the dominant national HRM systems in the region. Following this, we discuss the critical challenges facing the HRM function in Asia-Pacific. Finally, we present an agenda for future research by presenting a series of research themes.

The state of HRM in the Middle East: Challenges and future research agenda

“…Our analysis is aimed to respond to regular calls made by scholars in the field (e.g., Budhwar, Varma, & Patel, 2016;Cooke, 2018) for systematic reviews of developments in the field of HRM for under researched contexts. We utilize the institutional theory (DiMaggio & Powell, 1983) to guide our analysis.…”

Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan

“…Our research reveals that some companies in Pakistan have sophisticated HRM practices in place in some areas; however, MNC subsidiaries make greater use of some HR practices, reflecting different cultural norms between the two groups. E m p l o y e e R e l a t i o n s Introduction An important strand in the HRM literature has long questioned whether a global model of HRM, centred on high performance work systems, will emerge or whether country-specific models will prevail (Budhwar et al, 2016, Chen et al, 2005, Pudelko and Harzing, 2007a, Brewster et al, 2016. Empirical studies have presented convincing evidence to support both positions; the debate, therefore, is far from over.…”

Developments in Human Resource Management in MNCs from BRICS Nations: A Review and Future Research Agenda

“…Specifically, the emerging nations are also 'increasingly contributing more towards the outward FDI and increasingly they are investing both in developed as well as developing markets' (Thite, 2015: 97). As a result, some BRICS nations such as China, India and Russia have become important players in the global economies and the world economic scene (Budhwar, Varma & Patel, 2016). Budhwar and colleagues (2016, p 311) point to several reasons that contribute to this success such as a strong resilience of the region against the 2008-2009 global financial crisis, and the rapidly growing centers of excellence in business and management education and research in the group.…”

“…Along the same lines, Thite et al (2012) present a conceptual model of global HR strategies and practices in MNCs from emerging markets across their subsidiaries in both the developed and developing worlds. Most recently, scholars (e.g., Budhwar et al, 2016) have developed a framework for cross-national context-specific HRM analysis including different factors and variables at three levels. These involve (i) forces of globalization, (ii) national business systems, (iii) societal effects, and (iv) historical assessment and developments in HRM under macro-level (Budhwar et al, 2016, p. 315).…”