An Insight into Global Perspectives on Human Resources Management Practices for Immigrants and Refugees

An Insight into Global Perspectives on Human Resources Management Practices for Immigrants and Refugees

Çağlar Doğru (Ufuk University, Turkey)
DOI: 10.4018/978-1-5225-3322-1.ch007
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According to new data obtained from the United Nations, the number of international immigrants have reached to the number of 244 million in 2015. Nearly 4 out of 100 people in the world live in foreign countries instead of living in countries where they were born. Among these people, 10 per cent are refugees. These 20 million people have been forced to live abroad depending on political and other reasons. All these people try to have a life standard worthy of human dignity. At this point, human resources management practices of host countries should provide “decent work” which is firstly introduced by International Labour Organization as a concept. In this chapter, while adapting immigrants and refugees to the business life of host countries, it has been searched which human resources management practices are used by companies and how. Among these practices it has been remarked that, practices like human resources planning, personnel recruitment and selection, training and development of employees, career management and planning, performance appraisal, compensation, job security and worker safety issues gain importance.
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Immigration And Refugeeism

While migration is the broader concept, the types of migration, such as immigration and refugeeism are pointing out related but different aspects. To understand the important points of each concepts, below immigration and refugeeism will be defined and discussed.

Identifying Immigration Conceptually

The concept of immigration refers to people’s international movement from their country of origin to a country other than they were born in or they hold citizenship via other sources (Hatton, 2016; Markaki and Longhi, 2013; United Nations, 2015). At this point mostly, people decide to immigrate for two main reasons.

The first group is personal reasons. In this group, people are motivated to move abroad intrinsically. Among these are, being upset about the current country conditions, like economic unstability, oppresive management style of their state, insufficient education facilities for the children, more attractive job opportunities, social pressure on their ethnic roots. Briefly, these reasons sum up to trying to have better life standards than the current country.

The second group is classified as global reasons. By the intense effect of globalisation, among these are, weakining the effects of state boundaries because of developments in communication technologies and transportation and governmental migration policies enhancing flow of capital (Castles, 2000).

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