Consider some organisations from different countries: How does their HRM function measure up against these criteria?

Question:

Consider some organisations from different countries:
• How does their HRM function measure up against these criteria?
• How much of this do they do in practice?
• Do HRM specialists aspire to organise themselves this way?
• Have HRM professionals from different countries got the same professional skills and career backgrounds to enable them to work effectively in such an HRM structure?

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