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International HR Policies

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I need shadowing on this: A U.S based firm is about to expand in Japan and Korea. As the HR manager, describe the challenges that might be encountered in terms of the international HR policies, practices (you can decide to cover all HRM practices such as performance management, reward, selection, etc., or focus in more detail on one or two of these practices), structure, and roles of the HR function. please also create an organization and interview if possible in order to follow these steps.

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A U.S based firm is about to expand in Japan and Korea. As the HR manager, describe the challenges that might be encountered in terms of the international HR policies, practices, structure, and roles of the HR function.

First, Korea:
It is normal for foreign firms to invest in worker education. This is a stronger component of HR in Korea than in the US - on the job training is very important and is expected. In fact, if you have more than 150 workers, you are required by law to have in-house vocational training in the relevant fields (Gross, 1996).

Group harmony is essential - all HR people working in Korea should make this a crucial priority. Ames Gross writes in 1996:

The Korean company functions as more than merely a workplace; rather, it acts like a second family. Employers feel a sense of responsibility and caring for their workers and try to ensure that the basic needs of the employees family are met. Employers may act as matchmakers or even perform wedding ceremonies for their employees. In turn, Korean employees are expected to dedicate themselves not only to their work but also to the success and the well-being of their company. While there is no guarantee of lifetime employment, Koreans generally do not approve of job-hopping.

Those who know anything about south Korean politics knows about their penchant for rioting. Korea, a wealthy, first world country, sees about 180 riots per year, and roughly between 1000 and 3000 industrial disputes per year. Korea has its own national police force, which maintains many large "mobile combat police" units specializing only in riot control. These are draftees who joined the riot police rather than the military. American employers need to be very, very careful when dealing with Korean labor. This is particularly the case recently, where worker satisfaction has been going down in Korea rapidly (Gross, 2013).

Foreign firms should offer benefits greater than local firms since foreign firms will normally be considered second-class citizens. Terminating employees in South Korea is very difficult. Generally, a worker must have damaged the firm in some substantial way, ...

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The following posting discusses international human resource policies.

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