NAVIGATING EMPLOYEE REMUNERATION TRANSFERS: AN IN-DEPTH ANALYSIS “PRACTICES IN SLOVAKIA

Abstract

Efficiently transferring Human Resource Management (HRM) practices and procedures from the parent company to a subsidiary in a host nation is a critical factor in realizing effective human resource administration within global enterprises. The adept execution of this transition and the seamless integration of HRM practices within the host country are pivotal benchmarks for the triumph of human resource management in an international milieu (Taylor, 1996; cited in Riege, 2007). This successful transference simultaneously confers a substantial competitive edge upon organizations navigating the complexities of an international operational sphere (Flood, 2003; cited in Riege, 2007). A pertinent contemporary challenge in international human resource management revolves around the degree to which subsidiaries function autonomously as local entities, while retaining the adaptability to align with the parent company or adhere to global standards when necessary (Rosenzweig & Nohria, 1994).