ABSTRACT
Every organization has to utilize and, hence, in some way, to manage, human resources: to that extent, human resource management (HRM) is universal. The classic texts marking the origin of HRM identified, respectively, four (employee influence, human resource flow, reward systems and work systems in Beer et al., 1984) or five (selection, performance, appraisal, rewards and development in Fombrun et al., 1984) areas which they imply can be used to analyze HRM in any organization anywhere in the world. These approaches, or variations of them, are used in and taught at most universities and business schools across the globe.
