SARA - Emerging HR Practices

The last two decades have been the era of the emerging market Multi National Corporate (MNC).  The Emerging country MNCs (EMNCs) have developed HR practices that are unique but transferable across borders.  We in conjunction with GIBS are conducting  research  looking at the transferability of Emerging Market HR practices into other contexts. We are hoping to include the results as a conference track at our conference in October. We strongly believe that Western HR practices cannot be applied into the South African (and emerging market context) without significant modification.  In addition we are convinced that practices developed in an emerging market context are often more flexible and appropriate in other emerging markets than those adopted by the Developed Market firms.  

We are looking for examples of HR practices that differ from those of Western firms but have proven robust enough to use in other countries.  Alternatively we are looking for examples of HR practices that have been significantly modified from Western practice so that they are relevant to emerging markets.
Also, if programmes are modified, does it in any way influence/dilute culture?
 
Please assist us with a paragraph or two briefly explaining your unique approach to an HR practice or alternatively your thoughts on the subject by sending your response to Debbie Lane Mitchell debbie@sara.co.za by no later than 20 May 2011.
 
Thank you for taking the time to submit your views.
 
Yours in Reward
Dr. Mark Bussin
SARA President