UDC 339.9
DOI: 10.36871/ek.up.p.r.2023.06.03.009
Authors
Vladislav V. Kichigin,
Diplomatic Academy of the Ministry of Foreign Affairs of Russia, Moscow, Russia
Zaurbek V. Basaev,
Financial University under the Government of the Russian Federation, Moscow, Russia
Abstract
Deglobalization is not synonymous with withdrawing from the world economy. It is a process of
restructuring the world economic and political system in such a way that the latter builds up the potential for
growth and the national economy and does not complete it.
Deglobalization means the transformation of the global economy into an economy, an all-encompassing
environment around transnational corporations, an environment, an all-encompassing environment around
people, peoples and communities. Elective deglobalization valuations that capture customers with inflated
performance, quality and cost expectations, but in a more challenging environment. It also matters to the
Human Resource Management function to adapt to changing organizational characteristics and to add many
transporters.
This article first looks at global trends, the role of HRM, and the implications of deglobalization and culture
for HRM. Ulrich’s predetermined human resource management model and Hofstede’s model are models of
individual cultural characteristics. Knowledge, understanding of local employment practices, technical skills
and innovations are becoming increasingly important, especially in multinational corporations, with influence
directed against some countries and their citizens.
Keywords
deglobalization, management, human resourc, multinational corporation, sanction.
