ABSTRACT
With the rapid globalisation of South Korean (‘Korean’ hereinafter) firms, it has become increasingly important to discover whether the specificities of their managerial systems are systematically and coherently transferable into a different cultural setting. Evaluating the effectiveness of the Korean management approach to international staffing and training will help us understand its strengths and weaknesses. Building upon the literature on human resource management (HRM), international HRM (IHRM) and expatriate management in particular, and the philosophy of the Korean management style, this chapter focuses on the HRM challenges that Korean firms face in their globalisation efforts and offers suggestions for improving the current situation by accommodating home country organisational culture to the local environment.
