Are the HR practices converging globally?

Abstract

A recurrent issue in management literature is whether national models of people management can survive globalization. In this work, we present the two main theoretical positions at this respect -i.e. convergence and divergence- and put forward the major lessons learned from the empirical literature that has tested them. Through the discussion of such lessons we make apparent that both radical convergence and divergence positions are inadequate to capture, from an international comparative perspective, the complexity of the static and dynamic dimensions of people management.