Memo

Memo: implications for management of human resources of change in film industry

In the process of global shift in film industry, many respects of human resource management (HRM) are influenced by globalization and differences in national culture. Due to the co-ordination efforts to fulfil the strategy of international company, the international human resource management (IHRM) crucially contributes global organizations to enhance the managerial competencies and increase the level of competitive advantages in global business context. As Christopherson and Rightor (2009) argued, the global marketplace of film industry is high-risk industry with complexities and uncertainty. These complexities make a difference on operation in different nations and utilization of different nationalities of employees that differentiates domestic and global HRM.

Firstly, IHRM shapes organizational culture in the traits of co-operation and practices through the managerial global leadership mindset, which implies that it has a significantly profound effect on improving the film company’ s global performance (Kiessling and Harvey, 2005). An effective HRM takes place when integrating the talents of employees in the film company and harmonically deploying these talents across the global film organization’s network. This would in turn work for global film organizations’ culture. The IHRM has a significant implication for film global shift that IHRM with global innovative means such as global team-based management to organize and manage employees within global network change the organizations’ culture (Kiessling and Harvey, 2005).

Secondly, since globalization significantly changes not only the operating boundaries but also the symbolic context of the global organization, the corporate HR function can play more influential roles in global organizations than it has in the past (Novicevic, nd Harvey, 2001). It would appear that supplementing the traditional strategic perspective with...