Annotated Bibliography: IHRM in Arab Gulf States - CSU Online Library

This annotated bibliography focuses on International Human Resource Management (IHRM) within the Arab Gulf States, particularly the United Arab Emirates (UAE), through an institutional perspective. It examines an article that investigates how cognitive, regulative, and normative dimensions influence multinational enterprises (MNEs) in their IHRM practices. The study uses qualitative methods, including interviews with 26 HR managers, to understand the impact of local institutions on the HRM practices of MNE subsidiaries. It highlights the challenges of workforce diversity and the importance of considering the cultural context, referencing Hofstede's theory for recruitment strategies. The bibliography concludes that institutionalism significantly affects HRM practices, emphasizing the close relationship between IHRM and the institutional environment of the host country.

Running head: ANNOTATED BIBLIOGRAPHY ON IHRM
ANNOTATED BIBLIOGRAPGY ON IHRM
Name of Student
Name of the University
Author Note

1ANNOTATED BIBLIOGRAPHY ON IHRM
Article: Haak-Saheem W, Festing M, Darwish T.K, (2017), “International human resource
management in the Arab Gulf States – an institutional perspective”, The International Journal of
Human Resource Management VOL. 28, NO. 18, 2684–2712
The main objective of the study is to identify the ways in which the cognitive, regulative and
normative dimensions affect the MNE’s for the IHRM purpose. For the purpose of achieving the
objective, the study will focus on the practices of the multinational enterprise for carrying out
their international human resource management policies and the dominating role of IHRM
practices. The study will be carried out for the economies like the UAE. There has been a lot of
pressure on the MNE’s to adopt the HR policies and practices. In the study it has been found that
irrespective of the globalization efforts, a MNE is affected by the institutional factors in the
country of its operations (Dibben et al., 2017). The study has also found the effect of institutions
in the determining the values of the structure and processes of the organization. The paper
focuses on the impact of institutionalism on determining the IHRM practices. The research
method used for the purpose of this study is the qualitative method. The data for the purpose of
this study is gathered by interviewing 26 HR managers in order to understand the HR practices
carried out in their organizations.
Throughout the study the author has tried to focus on the main objective that is social factor
impact the organizational HRM practices (Paauwe & Boon, 2018). It has been found during the
study that the local organizations have an impact on the subsidiaries’ of the multinational
enterprises operating in a different country. During the study it has been found out that there are
differences in the HRM practices of the country’s depending on their country. The HRM
practices of a subsidiary MNE is affected by the normative, cognitive and regulatory legislation

2ANNOTATED BIBLIOGRAPHY ON IHRM
of the country in which they are operating. It has also been seen that there is a close relationship
between the IHRM and institutionalism.
If I have to carry out recruitment process according to the author’s point of view, then I will first
identify the culture of the country on the basis of Hofstedes theory and then I will be selecting
people for my organization (Brewster, Mayrhofer & Farndale, 2018). The problems that I might
face while carrying out the operations of my company is that of workforce diversity and as the
author has suggested that an organization is affected by the social environment of the country as
an individual los the same problems arises. There can be other problems relating to the conflicts
of interest, problems in communication and various other problems.
According to the author and his viewpoint, institutionalism affects the HRM practices of a
country and in case of recruitment from a foreign country’s also this theory applies because there
is diverse workforce (Brewster, Brookes & Gollan, 2015). From the above discussion it can be
concluded that institutionalism affects the HRM practices of the organization.

3ANNOTATED BIBLIOGRAPHY ON IHRM
References
Brewster, C., Brookes, M., & Gollan, P. J. (2015). The institutional antecedents of the
assignment of HRM responsibilities to line managers. Human Resource
Management, 54(4), 577-597.
Brewster, C., Mayrhofer, W., & Farndale, E. (Eds.). (2018). Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Dibben, P., Brewster, C., Brookes, M., Cunha, R., Webster, E., & Wood, G. (2017). Institutional
legacies and HRM: similarities and differences in HRM practices in Portugal and
Mozambique. The International Journal of Human Resource Management, 28(18), 2519-
2537.
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.