...HRM in an MNE Human Resource Management involves a broad set of managerial activities focused on developing and maintaining a qualified workforce in ways that contribute to an effective organization. HRM is becoming more important every day and requires dedicated employees who can balance legal and ethical issues for organizations to be successful; which result from the importance of people as a source of competitive advantage. For a company to produce its goods and services in a productive manner, HRM accommodates employees with the right skills and training, and provide them with an environment in which they can make a powerful impact (Denisi/Griffin, 2012). Compare and contrast two main differences between domestic and international HRM. One main difference between domestic and international HRM is that staff are transferred to different countries to work various roles within the international company’s foreign operations; these employees are called expatriates, who temporarily work and live in a foreign country. For a human resource department to operate in international HRM, they must participate in a variety of activities, such as international taxation, administrative services for expatriates, and services for language translation (Dowling/Festing/Engle, 2013). The second difference between domestic and international HRM, is that IHRM requires a greater involvement in the personal life of the employees. The HRM are responsible for making sure the expatriate understands...
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...BUS 325 ASSIGNMENT 1 HRM IN AN MNE NEW TO purchase this tutorial visit following link: http://wiseamerican.us/product/bus-325-assignment-1-hrm-mne-new/ Contact us at: SUPPORT@WISEAMERICAN.US BUS 325 ASSIGNMENT 1 HRM IN AN MNE NEW HRM in an MNE – NEW Assume that you are an HR manager in a MNE, and you have been tasked with designing HR policy that would apply to the various locations external to the United States, You must define the differences between domestic and international HRM, examine key factors that drive standardization, and define the impact on culture and the institutional environment. Write a six to eight (6-8) page paper in which you: 1. Compare and contrast two (2) main differences between domestic and international HRM. 2. Examine two (2) of the factors that drive standardization of HRM practices. Determine whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries. 3. Examine the role of the subsidiary. Compare and contrast global innovators, the integrated player, implementers, and local innovators as subsidiaries. Determine the best role for a company that is just beginning to expand internationally. Provide a rationale for your response. 4. Analyse two (2) of the factors that drive the localization of HRM practices for an MNE. Determine two (2) advantages of the localization of HRM practices. More Details hidden… BUS 325 ASSIGNMENT 1 HRM IN AN MNE NEW HRM in an MNE – NEW Assume that you are...
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...What is international business? What are the primary reasons that companies engage in international business? International business consists of all commercial transactions (private or governmental) such as sales, investment, and transportation that take place between two or more countries. Companies` primary reason to engage in international business is to make profit, however government may not be motivated by profit. Firms engage in international business for three main reasons; expanding sales, acquiring resources, and reducing risk. 1- There are more potential consumers in the world than found in any single country, so the companies might try to increase their sales by reaching international markets. 2- Producers and distributers seek out products, services, resources and components from foreign countries sometime because domestic supplies are inadequate or they might want to gain competitive advantage, so they want to cut costs by acquiring special resources. 3- Reducing risk. Operating in countries with different business cycles can minimize swings in sales and profits; they might go international for defensive reasons. 2. Why should domestic managers have an understanding of globalization and international business? What are the current views regarding the future of globalization? Studying international business is important because 1- most companies either are international or compete with international companies. 2- Modes of operations may differ from those used ...
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...model Jie Shen University of South Australia Abstract Keywords Reflecting the prevailing Western literature and based on an empirical study in Chinese multinational enterprises (MNEs), this study develops an IHRM model and argues that it can be widely applicable. The model indicates that an MNE’s IHRM policies and practices are the interaction of the home HRM system, firmspecific factors and host-contextual factors. The firm-specific and host-contextual factors have a differentiated, changing and concurrent impact on IHRM policies and practices. There is also interplay between IHRM policies and practices. Intervening factors and their impact may vary over time and in different contexts. IHRM IHRM model intervening factors Chinese IHRM multinational enterprises (MNEs) Internationalization and the effective use of international human resources are two major issues facing firms in today’s global economy. As more and more firms operate internationally, there is a clear need to develop an understanding of how to manage human resources that are located outside the domestic environment. An IHRM system is a set of distinct activities, functions and processes that are directed at attracting, developing, and maintaining the human resources of a multinational enterprise (MNE). These activities, functions and processes result from the strategic activities of multinational enterprises and impact on the international operations and goals of enterprises (Schuler...
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...Management. International Business 8.1. Introduction This chapter covers one major components of learning objectives/outcomes that are likely to examine via coursework or examination. This chapter will enable students to build their knowledge on global human resource issues faced by international business, such as the staffing, recruitment and selection, performance appraisal and training and development along with compensations policies. This chapter will cover the following topics: Human resource management function International human resource management (IHRM) International HRM approaches IHRM policies and practices Work practice in an international context 8.2. Human resource management function HRM can be described as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Te practice of Human Resource Management (HRM) is concerned with all aspects of how people are employed and managed in organizations. It covers activities such as: resourcing (human resource planning, recruitment and selection, and talent management); performance management; learning and development; reward management employee relations; employee well-being. Human resource management is important for various reasons. One of the most important reasons is that human resource management practices are associated with employee performance in the organization. Many research findings indicated that effective human...
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...1. What are the main similarities and differences between domestic and international HRM? • More HR activities. • The need for a broader perspective • More involvement in employees’ personal lives. • Changes in emphasis as the workforce mix of expatriates and a local varies. • Risk exposure. • Broader external influences. • Cultural awareness and the role of the international HR manager o Despite the methodological concerns about cross-cultural research, it is now generally recognized that culturally insensitive attitudes and behaviors stemming from ignorance or from misguided beliefs are not only inappropriate but can all-too-often contribute to international business failure. • Attitudes Of Senior Management To International Operations o Managers may tend to focus on domestic issues and minimize differences between international and domestic environments. Not surprisingly, senior managers with little international experience may assume that there is a great deal of transferability between domestic and international HRM practices. The challenge for the corporate HR manager who wishes to contribute to the internationalization of their firm is to work with top management in fostering the desired ‘global mindset’. This goal requires, of course, a HR manager who is able to think globally and to formulate and implement HR policies that facilitate the development of globally oriented staff. ...
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...HRM in an MNE [pic] Lucresia Ortiz Tara McNealy, Bus 325 2/8/2014 Domestic and International HRM “The challenge of many multinationals is to create a system that operates effectively in multiple countries by exploiting local difference and interdependencies and at the same time sustaining global consistency.” (Dowling/Festing/Engle, 2013) From the text in the book I believe the differences between domestic and international HRM would be the different countries, where more people are being are sent out of their own countries and work in another country. Many firms underestimate the complexities and problems involved in international businesses, and do not pay enough attention on them It is no surprise when the firms fail in the international businesses, and do not pay enough attention on them. It is no surprise when the firms fail in the international businesses. Evidences arena are usually relative to poor human resources management (Dowling/ Festing/Engle, 2008) Furthermore HRM in an international environment is even more complex than domestic human resources management. Therefore, if the fims want to succeed in the international arena, they should not only have a good domestic human resources management scope, but also have a good international human resources management. In order to have a good international human resource management, they can just copy domestic human resource management and know...
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...include; clearly defined and reasonably fixed unambiguous job descriptions, jobs designed with a narrow focus and narrowly defined career paths which encourage efficiency and specialisation, performance appraisals with a short-term results-orientation, monitoring of market pay levels intently to make remuneration decisions, and minimal levels of employee training and development. How could Pacific Brands strategically implement their 'cost-reduction strategy'? The globalisation of business is increasingly making it more important to have strategies, policies and processes in place that enable a MNE such as Pacific Brands to operate more efficiently. A significant aspect in the management of a MNE relates to the area of strategic international human resource management (SIHRM) which is defined as HRM issues, functions, and policies and practices that result from the strategic activities of a MNE and that impact the international concerns and goals of those enterprises. Schuler offer's an integrative framework of SIHRM. The framework consists of;...
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...an international context. • IHRM covers a wide range of HR issues facing MNCs in different parts of their organizations and include comparative analyses of HRM in different countries. HRM Activities • Human Resource Planning (Ensure best fit between employees and jobs) • Staffing (Includes Employee Recruitment, Selection and Placement) • Performance Management (Ensure goals met in effective and efficient manner) • Training and Development (Bettering performance of employees in organizations) • Compensation and Benefits (Awarding employees monetarily or non for work done) • Industrial Relations (Dealing with employee relations) • 3 Dimensions of IHRM: 1. Broad human resource activities of procurement, allocation and utilization 2. National or country categories involved in international HRM activities o Host Country – Where subsidiary may be located o Home Country – Where HQs may be located o Other Country – Where labour, finance and other inputs are obtained from 3. 3 Categories of employees of an international firm o PCN – Parent Country Nationals (Nationals where HQ is located) o HCN – Host Country Nationals (Nationals where subsidiary/facility is located) o TCN – Third Country Nationals (Nationals where resources are obtained from) Difference between IHRM and HRM Activities • More HR Activities o Activities such as International Taxation, International Relocation and Orientation, Language Translation Services and...
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...Gurung : u0976207 | 12/16/2010 | | IHRM 2010/11 CONTENT INTROODUCTION .............................................................................................................. 3 .*Figure 1. Typical structure of HR function in a Med-size Org ..................................... 4 .*Figure 2. Typical structure of HR department in Large-size firm ................................ 5 .* Objectives of HRM .......................................................................................................... 5 .*Table 3. Div. Of Responsibility for HR activities ........................................................... 7 .*Indian Implementation of HRM Practices ...................................................................... 8 .*Selection ........................................................................................................................... 8 .*Selection Process............................................................................................................. 9 .* Figure 3.1 Recruitment Flow chart ............................................................................... 11 .*Development...
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...Globalization and HRM Strategies James L. Duncan Dr. Sue Golabek Business (325) November 4, 2012 Strayer University Provide a brief description of the enterprise (e.g., their industry, size, location, number of employees). FedEx Express Company is a package services organization based in Memphis, Tennessee. They offer transportation services and house the world’s largest variety of shipments. In recent years, this company changed their services to offer other services besides express shipping. By FedEx expanding their services, it has helped their business grow in size now operating in eight different companies under the FedEx umbrella (History of FedEx, 2012). FedEx Express is the first overnight courier service that runs next day air service as wells as time-certain global service. FedEx Express controls the world’s largest domestic aircraft fleet, to include a large fleet of wide bodied domestic aircraft. This allows the company the capability of carrying more cargo shipments than any other airline or shipping company (History of FedEx, 2012). FedEx Ground assures day-confident delivery for Canada and the United States at a cost savings, when compared to the Express side of the company. They operate a huge fleet of vehicles that has independent owner and operators. These drivers are independent contractors that manage specific delivery routes and areas (History of FedEx, 2012). In addition to the two companies listed above, FedEx Corporation...
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...جامعة البترا | | Petra University | كلية العلوم الإدارية والمالية | | Faculty of Administrative And Financial Sciences | قسم إدارة الأعمالبرنامج الماجستير Business Administration DepartmentMBA Program | الفصل الدراسي Term:First Term | السنة الدراسية: Year: 2013/2014 | خطة المقرر Syllabus | اسم المقرر | International Business | Course Title | رقم المقرر | 301723 | Course Number | المتطلب السابق | - | Prerequisite Course | Course Objectives | This course aims to highlight the role and functions of multinational / global corporations and governments in international business. This is achieved through helping students be able to: * Define globalization and international business and show how they affect each other * Understand why companies engage in international business and why international business growth has accelerated * Discuss behavioral factors influencing countries’ business practices * Discuss the philosophy and practices of the legal system * Describe trends in contemporary legal systems * Profile the characteristics of the types of economic systems * Examine corporate responses to globalization in the form of codes of conduct, among other things * Understand why production factors, especially labor and capital, move internationally * Grasp company strategies for sequencing the...
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...Responses to Review Questions Answer One What are the factors that influence a company's decision to go abroad? Please explain how these are related to each other. In the discussion on the internationalisation process of a firm, the product life cycle model plays a major role. Please explain and discuss the usefulness this model. (A) Generally, the first decision to go abroad is a specific one. It is a decision to look at the possibility of a specific investment in a specific country, not a general decision to look around the globe for investment opportunities. At this stage the organisation has no experience with the complexities of foreign investment, although it often has had some export experience. There are no standard operating guidelines, which can be given to deal with these complexities. What is needed mostly is a strong push and/or commitment to go abroad. A company benefits from these earlier experiences in the subsequent investment decisions. The organisational factors include: • role of the management • motives of the organisation • success at home Other than these internal forces, a number of factors in the environment, outside the organisation, may also force a company to go abroad. These drivers of internationalisation may include: • unsolicited proposal that cannot be ignored. These may include proposals from a foreign government, distributor or customer • competitive drive or bandwagon effect following other competitors or a general belief...
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...describes international business strategy and how IHRM supports and enhances the international business strategies of the firm. The chapter starts with a general description of the process of international strategic management and then follows with an explanation of the evolution of international business strategy and describes how IHRM fits into the overall strategic management of the MNE. This includes describing the links of global business strategy to the performance of HR responsibilities in international business and discussing the outcomes that a strategically managed international business might expect from effectively tying together an international business strategy and SIHRM. The chapter then summarizes the findings of research studies on the nature and role of strategic IHRM. LEARNING OBJECTIVES * Describe the development of SIHRM and the process of international strategic management. * Describe the evolution of the MNE in terms of various stages of internationalization and the methods firms use to enter international markets. * Describe the process for developing MNE strategy and IHRM strategy and the relationship between the two. * The extent and nature of research into the practice of strategic IHRM. CHAPTER REVIEW OUTLINE I. Strategic International Human Resource Management: An Introduction SIHRM is the part of IHRM that focuses on creating and implementing IHRM policies and practices that help achieve an MNE’s international...
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...Culture and its Impact on International Business Introduction As businesses have grown and expanded to the international level; certain aspects of business have become abundantly clear. One thing that has become the norm when doing business on the international level is dealing with different cultures. Culture, as defined by Geert Hofstede is “the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values.” The concept of a culture has been around for a very long time; in-fact, when people exist in the same place together they end up following a set of rules. These rules can be called a “social norm” or culture and can be made up of simple things like how to act in certain situations all the way to a very devout set of beliefs or values. This paper will focus on the role that culture plays on multinational businesses around the globe and the differences that culture plays from one area of the globe to the next. An in-depth look will be taken on the obstacles that may arise due to culture, adjustments that need to be made, and any ethical conundrums that may arise due to different cultures. Literature Review D. Elenkov and d. Kirova, state that “MNCs should not underestimate the importance of the cultural specificity of the host countries because different staffing, selecting, training, motivating and compensating practices should be applied in accordance...
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