{"title":"外资制造企业在孟加拉国的人力资源管理实践:比较研究","authors":"M. K. Miah, Mashita Khasro Sarah, Yoshi Takahash","doi":"10.1177/23220937221125552","DOIUrl":null,"url":null,"abstract":"This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"34 1","pages":"301 - 323"},"PeriodicalIF":1.4000,"publicationDate":"2022-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Human Resource Management Practices of Foreign Manufacturing Companies in Bangladesh: A Comparative Study\",\"authors\":\"M. K. Miah, Mashita Khasro Sarah, Yoshi Takahash\",\"doi\":\"10.1177/23220937221125552\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.\",\"PeriodicalId\":42119,\"journal\":{\"name\":\"South Asian Journal of Human Resource Management\",\"volume\":\"34 1\",\"pages\":\"301 - 323\"},\"PeriodicalIF\":1.4000,\"publicationDate\":\"2022-10-19\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"South Asian Journal of Human Resource Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1177/23220937221125552\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937221125552","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
Human Resource Management Practices of Foreign Manufacturing Companies in Bangladesh: A Comparative Study
This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.
期刊介绍:
South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.