Explore BrainMass

Explore BrainMass

    International Human Resource Management

    Today, multinational companies are expanding operations - both manufacturing and support services - to different locations around the globe. Firms typically have one overarching corporate culture which  includes its mission, vision, values and strategy. As the firm expands to new locations around the world, it is more difficult to ensure this central tendency. Each location will be influenced by the corporate managers' ideas about how things should be done as well as the shared history, experiences, circumstances, communication preferences, and working styles of the location's local managers and employees.

    As a result, global human resource managers are key players in setting up operations in new locations. Global human resource managers must implement brand new human resource programs to meet the needs of new locations. This includes designing everything from how the work ethic is going to be managed, to what benefits people need and how people should be compensated. They must also take into account different sets of labour laws, cultural norms and ethical standards.

    John Drake, past VP Human Resources and Consumers Energy suggests that understanding foreign cultures is the most important thing that an international human resource manager can do. By having a good understanding of the culture, they can ensure that the programs he or she implements meet the needs of the organization as well the needs of the people that are going to be working for the organization¹.

    Ultimately, the overall success of an organization's global business strategy is often inherently linked to the effectiveness of the firm's international human resource management function. For multinational companies, this reflects the challenges that are brought forward by variations in company culture as a result of location. 

    Further, since direct control or observation of the overseas staff is not always possible, an organization needs to hire and retain the best talent to make the strategy work. When sending corporate managers internationally, Drake stresses that finding the right person for the job isn't just about skills; it is also about finding people with the desire to go. Otherwise, he says, expatriates with bad attitudes will not be succesful, no matter what their skill set is¹.

     

    References

    1. Spring Arbor U. (2011). "global human resource management"- john drake [Web]. Retrieved from http://www.youtube.com/watch?v=n2ZAmwpwMFg

    © BrainMass Inc. brainmass.com March 29, 2024, 3:46 am ad1c9bdddf

    BrainMass Solutions Available for Instant Download

    Nicaragua farmers for fruit

    Assume you work for a multinational producer of fruit beverages that wants to expand its supplier base to include fruit farmers in Nicaragua. Address the following: Identify three key issues that your company must address with the local farmers to ensure success.

    Pre-Departure Training Components and Measuring Effectiveness

    As a consultant for a manufacturing company in Yemen, your client has indicated to you that the company is interested to send some of its employees for international assignment to China. You are required to prepare a proposal to provide a pre-departure training for the company's employees. The company does not have internal res

    International Human Resource Management: Working in China

    QUESTION 1 As a consultant for a manufacturing company in Yemen, your client has indicated to you that the company is interested to send some of its employees for international assignment to China. You are required to prepare a proposal to provide a pre-departure training for the company's employees. The company does not have i

    International Business Perspective

    Select a product of which you will export to a foreign country. After your product is chosen, decide on a foreign country to which you will export. In developing your Export Business Plan, you will present the following information: I. Purpose - why has the plan been written II. Table of Contents III. Executive Summar

    Unfair labor practices - King

    Questions to answer: 1. What should be done regarding the employee who was terminated without a discipline procedure? Why? 2. Discuss unfair labor practices. Are there incidences of unfair labor practices at King? If so, how should they be addressed? 3. How can King discourage unionization of employees without incurring iss

    Americans Bargaining Behaviors

    What should a Chinese firm know about American bargaining behavior to strike a deal? Please discuss in detail and provide references.

    Training program for an expat

    You are the head of the IHRM department of an international British Architecture Firm and the CEO has decided to send an expatriate to Puente Alto, Chile to open a new office. You need to organize a complete training program for the expatriate. He will spend 2 years in Puente Alto and then he is expected to come back to the H

    Global Leadership - How to plan a Global Agenda

    A Global Leadership Agenda and Theory If your company or industry is local or national only, think of how it might impact or be impacted by the global environment. Provide context by defining the shaping and driving forces that impact the development of your new leadership agenda. This should include your awareness of the

    Contradictions inherent to Corporate Social Responsibility Planning

    In attempting to achieve sustainability in their CSR plans, companies may be faced with a dilemma of two often contradictory requirements. What are these contradicitons, and how may they be overcome? Provide some examples. Need enough information to write a 200 word essay, and references are appreciated too!

    Regulations of nontariff quantity controls

    Please help answer the following questions: What are the principal regulations or practices or nontariff quantity controls instituted by governments that affect imports and exports? Why are these practices or regulations implemented? Do you feel regulations and controls should be increased/decreased? Support your perspectiv

    Employee involvement in employment relations

    Identify the methods through which employees are involved with the employment relations process. Do employees have a legitimate say in the organisation's decisions, or have employers simply manipulated employees into believing they have a say?

    Personnel Selection

    Identify and analyze the challenges in staffing, especially with regards to personnel selection practices. Identify the best approaches to successful recruitment.

    Blame For Poor Performance

    In a manner of playing the devils advocate: who do you think is to blame if there is still poor performance after extensive coaching (no fixed answer): A. The coach? B. Those being coached? C. The method? D. The content? Thank you very much, it is not only a option question, comments and explanations are necessary.

    Appraisal of the Employment-at-Will Doctrine

    Using the case: "Two Tough Calls (A)" (Harvard Business School case, no. 9-306-027) by Joseph L. Badaracco, Jr. address the following: 1. What's your appraisal of the employment-at-will doctrine? 2. Given this doctrine, what responsibilities does the manager in the case have to get Terry and Phil? 3. As the manager in the c

    Privatization of Tiger Leaping Guest House

    Read: THE PRIVATIZATION OF THE TIGER LEAPING GUEST HOUSE IN NANJING, PRC QUESTIONS: 1. Trust and mutual respect are important values, family businesses and cliques are still very dominant, and bureaucracy and bribery are still prevalent in the Chinese workplace. Lazy workers and an unprofessional workplace environment a

    Human Resources Management Article Critique

    Human Resources Management Article Critique Use the CSU Online Library to locate and review a scholarly article found in a peer reviewed journal related to: Unions, Labor Relations, or International Human Resources Management. - Begin with an introduction that defines the subject of your critique and your point of view. You

    Human Resource Planning and Administration

    I need help preparing this. All help is appreciated. Compare two or more articles on a similar or the same subject related to Human Resources Strategic Planning. Prepare a response (5 pages long in an APA format) comparing the articles. The format should include a brief summary of the main theme of each article. The followin

    Employee Relations and Performance Management

    Assume the role of VP of HR as in the previous assignments.: VP of Presbyterian Hospital. In 5-7 pages: Develop a strategy specific to your organization for integrating job performance and training. Discuss the most significant performance management challenges the organization you have researched has faced.

    Management Information System & Human Resource Planning

    MANAGEMENT INFORMATION SYSTEM HALF PAGE Should managers monitor email and Internet usage? Why or why not? Describe an effective email and Web usage policy for a company. TWO - THREE PAGES This topic is "MANAGEMENT ISSUES" and the following three bullets should be a small part of the discussion. - Dealing with Plat

    Sekaran and Bougie Research Process: Improving Decision Making

    This analysis should be framed against each and every one of the steps presented in the Sekaran & Bougie (2010) research process. The analysis itself should be a comparative of how well the author (or authors) of the selected research have fulfilled (or not) the focus of the analysis should be on the research process, not as

    IHRM: Trade Unions

    There are 3 ways trade unions can constrain the strategic choices of multinationals: - Unions can influence wages, which will have implications for labour costs. - Unions can be involved in strike actions, and impact productivity . - Labour unions may affect changes in government policy via lobbying. Can you explain th

    Human Resource Management Challenges

    What are some Human Resource Management (HRM) challenges that arise when a U.S. company expands from domestic markets by exporting, when it changes from simply exporting to operating as an international company, and when an international company actually becomes a global company?