European Human Resources

The globalization of the business community and markets has created multinational corporations that rely on managers and others who have developed the skills necessary to conduct business on an international level. Because of this there have been many companies which have focused on career management, career development and management development as the core aspect of their human resource management programs. Human resource management (HMR) can be seen traditionally as a “comparatively new approach to personnel management which considers people as the key resource. It subscribes to the notion that it is important to communicate well with employees, to involve them in what is going on and to foster their commitment and identification with the organization. In addition, a strategic approach to the acquisition, management and motivation of people is heavily emphasized,” (McKenna and Beech, 1995: 1).

Career development is highly prized among the new breed of international managers because they need to be able to think and act across borders. More and more companies are starting to develop their talent from inside the company with a global approach to training and development. This analysis will discuss the new approach to career development that is occurring in many international companies. Career development will be defined and illustrated, including its connection to management development, career plan

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obal environment. Technology, changes in corporate structure, management changes and an ever more volatile external market demand that a corporation has employees who embrace the concept of change and are prepared to switch from outdated modes and methods to new ones through swift implementation. This challenge is ever more important because of increased competition and because it puts a burden on human resources to be able to develop careers that embrace a change from traditional, more stable environments to faster, more complex ones, “In such a complex and fluid environment, the corporate challenge is to build a smart organization, one that is anchored by an unchanging vision but is flexible in responding to environmental conditions; it embraces change as invigorating and gets on with responsiveness, teamwork, motivation, empowerment, communication and reinforcement, making human resource function a critical determinant of competitive success,” (Conference Board, 1992: 17). Certainly the smart organization will need to include career development as a crucial aspect of its HRM plan because managers who are now confronted with a global environment need the necessary skills and talents needed to be effective in it. The need
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Some common words found in the essay are:
Officials TEC, Conference Board, Milkovich Boudreau, McKenna Beech, Investors People, Career Development, Whirlpool International, British Airways, British Telecom, Management TQM, career development, human resource, training development, management development, resource management, human resource management, career management, career planning, conference board, corporate objectives, global environment, conference board 1992, career planning career, global approach training, career management career,
Approximate Word count = 2793
Approximate Pages = 11 (250 words per page)

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