research and theory development on the interaction between globalization and different forms of local institutional forces, which in turn influence the formation of successful international HRM practices. © 2011 Wiley Periodicals, Inc. Int r o d u c t i o n N otwithstanding the current worldwide economic crisis, the globalization of business is increasing at an unprecedented rate, and its impact on the management of human resources (HR) has become critical to the success of global business
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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
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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
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the employee for any international assignment. However this was not done by Kline & and Associate before sending Fred Bailey to Tokyo which caused the culture shock and the challenges faced by Fred and his family in Japan. Firms use a variety of HR practices to manage their expatriates (Mendenhall et al., 1987; Brewster and Scullion, 1997). As successful expatriate assignments are indispensable to MNCs for strategy implementation, researchers and practitioners alike are interested in determining
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Selected Thesis Topics for BScBA students Bachelor´s Thesis 2013-2014 Please use this list of the fields of International Business for thesis work and potential thesis topics when choosing and informing us the field of your thesis + the thesis topic in the form Indication of Interest Area for Thesis 2013-2014. Part 1. Thesis topics for companies and other organizations We have first listed the thesis projects that are available to do for companies and organizations. If you are interested in
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graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating
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process, reflected in the myriad of integration mechanisms utilized. In terms of their integration strategy, it was evident that TRANSCO was able to achieve global consistency at the level of diversity philosophy, but was forced to rely on a more multi-domestic approach to implementing diversity policies and practices. The challenges encountered served to highlight the demographic, cultural and institutional embeddedness of diversity management when transferred into a non-Anglo-Saxon host context. Keywords
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or prescribed definitions. That said, it is helpful to start with a broad definition and, from our research, we have developed a working definition for both ‘talent’ and ‘talent management’: Talent consists of those individuals who can make a difference to organizational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential. Talent management is the systematic attraction, identification, development, engagement, retention
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is related to the strategy of an organization in assisting a firm to reach its primary goal of “reducing the costs of value creation and adding value by better serving customers” (Hill, 2013). In order to be successful as a global HRM cultural differences and customs must be acknowledged and understood. Labor laws, compensation practices, equal employment legislation, and the enforcement of a firm’s established code of conduct are examples of the complexity in the role of a global HRM. Knowing how
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expatriates on short-term and long-term international job assignments for a variety of purposes, such as to acquire and transfer knowledge, to manage a foreign subsidiary, to fill a staffing need, to maintain communication, coordination, and control between subsidiaries and corporate headquarters, and to develop global leadership competence. Given this, successful expatriate assignments are indispensable to Multinational companies for both developmental and functional reasons. Training: An expatriate’s
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