Mexico
Best HR practices need to be adapted by allowing foreign multinationals to make necessary adaptations to the existing regulations. In the case of Mexico, it needs to look at its neighbor United States who excels in not only the economic indicators but also in all dimensions of the Human Development Index.
Indonesia
Until late 90’s this country never got the recognition that it deserved because of its strategic importance but due to increasing literacy and decreasing poverty and other improvements that took place in its socio- economic indicators, it has become one of the emerging nations of the world in terms of industrial and business arena.
From historical perspective it is quite evident that in Indonesia small and medium sized enterprises have played a very important role in developing the Indonesian economy. Thus for a country like Indonesia it is very important that they set a standard and uniform framework for implementing human resources management practices apart from that Indonesia ranks lowest in Training and development of its human resources thus the companies need to develop this element of human resources management as it is the building block of the future workforce and this will definitely play a very important role in development of the economy.
Nigeria
First and foremost, the HRM in Nigeria has to make a lot of efforts on its training and development function. The organizations need to assess the outcomes of the whole process in an objective fashion. The results of research by Salome et al (2013) also supports this fact.
Secondly, there is a slight inefficacy in the public sector of Nigeria. It exists due to poor management and appraisal of employee’s performance. This shows that there is a dire need for
a Performance Management System. The research contemplates the fact that “The adoption of PMS will make public business effective, efficient and sustainable” (B. Esu and J. Inyang, 2009)
Turkey
First and foremost, Turkish organizations need dedicated human resource departments. Their sole purpose would be to handle all the tasks related to human resource management. Research shows that most organizations suffer if they don’t have a dedicated human resources department (Aycan, 2001).
Secondly, the organisations need to cater to the increase in globalization and its following trends. The managers need to build customized systems, which can adapt with the turbulent needs of the environment. To be better prepared and equipped the Turkish human resources management professionals need to establish a balance between being ‘local’ and ‘global’. The practices should be open to learning and changes according to global standards, as well as amalgamating them with the local knowledge.
Moreover, there is also a need for establishing a balance between theory and practice.
The research shows that Turkish organizations have a negative attitude towards scientifically based knowledge (Aycan, 2001). This needs to be reproached in order to increase efficiency and effectiveness.
There is also a need for competent employees. As the research puts it, “Turkey is in a state of transition. The demand for competent employees is very high and employees are currently the beneficiaries of this demand.” (Bakan et al, 2013). One way to solve this scenario is to make the training and development function, more effective ensuring grooming and polishing the skills of the employees and making them more productive to meet the future organisational needs.
Lastly, Turkish firms needs to value its human capital. They did not previously see them as value adding resource (Kaya, 2006). There is a dire need for incorporating the concept of
‘Knowledge Management’ in Turkish organizations.
Pakistan
With the rising challenges of the 21st
century and a signatory to meet the Millennium Development Goals (MDGs), Pakistan needs to revamp its education sector if it aims to improve its overall human development index rankings. With the interest of foreign companies likely to increase with improved measures for Foreign Direct Investment (FDI), there is much needed impetus to the domestic organisations to either evolve to the modern standards of human resources management or perish against the evolving competition.
Dearth of education (literacy rate of 55% in adults)6 needs to be addressed. This issue can be resolved if Government in collaboration with private sector organizations take initiatives to address the expected years of schooling (at least take it to the regional average of 11.8 from 7.3 years)7. The unskilled labor need to be admitted in vocational training institutes so that the majority of population (directly or indirectly associated with agriculture) learn a new trade.
With being the sixth most populous nation in the world which is expected to be fifth by the year 2050, the working population will be young (23.9 years)8, primed to carry the country through the next century so that they meet the education requirements of modern age.
Pakistan’s stagnating foreign direct investment due to multitude of issues (security, economy, and energy), policies need to be enacted that promote competition in the domestic market. With the improvements in technology infrastructure with 3G/4G services reaching out
6 Annual Report 2015, Pakistan Bureau of Statistics, Government of Pakistan
7 Annual Report 2015, Pakistan Bureau of Statistics, Government of Pakistan
8 Annual Report 2015, Pakistan Bureau of Statistics, Government of Pakistan
to more than 17 million people9, initiatives can be carried out to meet the needs of the population, which is largely unequipped to meet the challenges of a modern economy. This technology infrastructure can help in attracting research & development initiatives of foreign companies to monitor as an emerging economy.
Credit reforms and reducing the duration to start a business should be a priority.
Pakistan’s performance is abysmal in both these aspects and in order for domestic industry and entrepreneurs to thrive; both of these aspects should be brought to the level of MINT nations on a priority basis.
According to the Global Entrepreneurship and Development Institute, Pakistan lags behind all MINT nations in startup skills, risk acceptance, technology absorption, and product
& process innovation. These inefficiencies can be curtailed by promoting accelerators and incubation centers to promote entrepreneurial spirit of a burgeoning economy.
REFERENCES
Annual Report (2015) Pakistan Bureau of Statistics, Government of Pakistan. [Online].
Available from: http://Annual Report 2015, Pakistan Bureau of Statistics, Government of Pakistan [Accessed 15 April 2015].
Anyim, F.C., Ikemefuna, C.O. and Mbah, S.E. (2011) Human Resource Management Challenges in Nigeria under a Globalized Economy. International Journal of Economics and Management Sciences, 1(4), 01-11.
Aycan, Z. (2001) Human Resource Management in Turkey ‐ Current Issues and Future challenges. International Journal of Manpower, 22(3), 252-260.
Bakan, I., Ersahan, B. and Buyukbese, T. (2013) HRM Practices in Turkey: Current Issues and Trends. International Journal of Academic Research in Economics and Management Sciences, 2(3), 86-106.
B. Esu, B. and J. Inyang, B. (2009) A Case for Performance Management in the Public Sector in Nigeria. International Journal of Business and Management, 4(4), 98-105.
Fajana, S., Owoyemi, O., Elegbede, T. and Gbajumo-Sheriff, M. (2011) Human Resource Management Practices in Nigeria. Journal of Management and Strategy, 2(2), 57-62.
Human Development Report for Mexico 2015. [Online]. Available from:
http://hdr.undp.org/en/countries/profiles/MEX. [Accessed 7 April 2014].
Kaya, N. (2006) The Impact of Human Resource Management Practices and Corporate Entrepreneurship on Firm performance: evidence from Turkish firms. The International Journal of Human Resource Management, 17(12), 2074-2090.
Macovei, M. (2009) Growth and Economic Crises in Turkey: Leaving Behind a Turbulent Past.
[Online]. Available from:
http://ec.europa.eu/economy_finance/publications/pages/publication_summary16002_e n.htm [Accessed 3 April 2013].
Ministry of Culture and Tourism (2007) Tourism Strategy of Turkey-2023. Ankara. [Online]
Available from:
http://www.kultur.gov.tr/Eklenti/43537,turkeytourismstrategy2023pdf.pdf?0&_tag1=79 6689BB12A540BE0672E65E48D10C07D6DAE291 [Accessed 3 April 2013].
Nankervis, A. (2006) Performance management: Theory in practice. Asia Pacific Journal of Human Resources, 44(1), 83-101.
Odunlade, R.O. (2012) "Managing Employee Compensation and Benefits for Job Satisfaction in Libraries and Information Centres in Nigeria". [Online]. Library Philosophy and
Practice (e-journal), 714. Available from:
https://digitalcommons.unl.edu/cgi/viewcontent.cgi?referer=https://www.google.co.in/
&httpsredir=1&article=1788&context=libphilprac [Accessed 31 January 2018].
Rowley, C. and Abdul-Rahman, S. (2008) The changing face of management in South East Asia. Abingdon: Routledge.
Rural Population Data 2015. [Online]. Available from:
https://data.worldbank.org/indicator/SP.RUR.TOTL.ZS [Accessed 1 May, 2014].
Salome, E.N, Rotimi, O (2013) Implications of Training and Development Programmes on Accountants Productivity In Selected Business Organisations in Onitsha, Anambra State, Nigeria. International Journal of Asian Social Science, 3(1), 266-281.
Strecker, I. (1993) Cultural variations in the concept of 'face'. [Online]. In: Multilingua, 12:
119-41. Available from:
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.574.8530&rep=rep1&type=p df [Accessed 24 April 2014].
The Hofstede Centre. (2012). [Online]. Available from: https://geert-hofstede.com [Accessed 5 May 2014].
Tompkins, D. S., Galbraith, D. and Bas, B. (2011) Comparison of Emotional Intelligence in American and Turkish University Students. Journal of International Business and Cultural Studies. [Online] Available from: http://www.aabri.com/manuscripts/10640.pdf [Accessed 3 May 2013].
Vos, A. (2008) Human Resource Development Country Analysis for Turkey. [Online]. ETF
Working Paper, May 2008. Available from:
http://www.etf.europa.eu/webatt.nsf/0/C12578310056925BC12574B90057A75E/$file/
NOTE7J5LQL.pdf [Accessed 10 May 2014].
World Bank Data Report Mexico (2015). [Online]. Available from:
https://data.worldbank.org/country/mexico [Accessed 1 May 2014].
World of Work Report. (2014). [Online]. Available from:
http://www20.iadb.org/intal/catalogo/PE/2014/14492.pdf [Accessed 12 April 2014].
3G/4G Deployment Report (2015) Pakistan Telecommunication Authority, Government of Pakistan. [Online]. Available from: http://www.pta.gov.pk/annual-reports/ptaannrep2013-14.pdf [Accessed 7 May 2014].
15-BF23-5818
THE RELATIONSHIP BETWEEN CUSTOMER-ORIENTED SERVICE BEHAVIOR,