ABSTRACT
With increased globalization of business, there is a correspondingly increased need to understand the implications for human resource management. A question worth exploring is, “To what extent does one differentiate in one’s approach of the human resource management (HRM) programs among countries?” In this chapter, I first give a broad overview of the perspectives that suggest the importance of making HRM programs culturally relevant. I take up the specific example of flexible employment practices and propose linking these to country culture. I then provide examples of companies who have attempted to synchronize their practices with country culture.
