This paper examines how a critical issue in
international and comparative human
resource management (HRM) studies concerns the perception that '
globalisation' is creating
convergence (or contingency) in business and industrial relations practices. It looks at how academic
debate centres on the crucial argument of whether convergence is an increasing phenomenon, fuelled by globalisation, or, in reality, the opposite is true - that national cultures and institutions are a unique force for perpetuating diversity and
divergence. Consideration is given to contemporary sources that analyse the convergence-divergence debate in HRM and international management.