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INTRODUCTION
The concept of human resource management has attracted considerable attention over the last two decades from scholars and practitioners alike. While part of the debate has centered on its application and theoretical underpinnings, the other has been on its prescriptive value for the survival of organizations in a turbulent and a volatile business environment. More recently, the issue of whether to situate the HRM debate in the organizational or the international context has arisen. This is because organizational responses such as delayering, empowerment, work intensification, flexibility and redundancy appear to have gained as much weight as the macro-environmental drivers of HRM such as competition, technology, economic recession and political change. According to Pinnington and Edwards (2000), change in the external environment triggers organizational responses which may take the form of restructuring, mergers, acquisitions, splits and cost cutting, which in turn......

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Approximate Word Count: 11442
Approximate Pages: 46 (250 words per double-spaced page)

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