Human Resources theory is complex in nature but as Kearns (2003) explained, the extent that human resource theory is scientific in nature is questionable, especially since it is difficult to test any such theory in the real world (p.55). As Tokesky & Kornides (1994) explained, the human resources field has focused on human resources strategy on a micro level in the past, continuing to allow assumptions to prevail that human resources only should handle basic people matters. There are a number of theories relating to various human resources practices offered by professionals and researchers. Kearns (2003) explained that organizations should take into consideration the utility offered by past theories instead of allowing
new breakthrough strategies to misguide them (p.59-60). Another interesting observation is that organizations have tended to focus on human resource strategies that enhance business functions in areas they are already leading in, instead of focusing on challenging
new opportunities (Kearns, 2003, p.60). One such area that many businesses are certainly aware of and could improve upon is their understanding and leverage of the human resource function in regards to the
globalization of the business world. As Tokesky & Kornides (1994) explained, human resource professionals need to "be aware of and understand the implications of important global business and social trends." This is increasingly important in today's business world as organizations expand their business workforces globally and seek to employ an ever greater diverse spectrum of employees.
