Nobody downloaded yet

International HRM Strategy - Term Paper Example

Comments (0) Cite this document
Summary
The firm uses the ethnocentric strategy towards the managerial development in the firm while training involves teaching employees on technical and social skills. The expatriate managers implement regulations based on money and manufacturing as stated by the American office…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.9% of users find it useful
International HRM Strategy
Read TextPreview

Extract of sample "International HRM Strategy"

Download file to see previous pages There was a steadfast improvement in the production and marketing activities in all subsidiaries.
The HR ethnocentric strategy employed led to the rise of expatriate managers, who run the subsidiary organizations on behalf of the main office. The top management believes that expatriate managers can implement the American business working culture effectively towards development. These cultures involve management styles, industrial production processes and working overtime.
Some social features inhibited smooth running of the business in the subsidiary organizations. In France, the labor force preferred to have an authoritative lines manager who would guide them instead of one who got his or her orders from the top management. An authoritative manager decides on his or her own (Kippenberger, 2002). The second cross- culture issue included in the case study involves working extra hours. The French work force believes in having both a professional and personal life. These cultural aspects counter the main idea for the tactic by not following the rules provided by the headquarters.
Another option would include taking shifts, in the case of public holidays (Wakin, 1979). The employees and managers could decide that different groups remain behind on one holiday while the rest go and vice versa.
Employees need to learn rather than train. Training involves attending classes, which consumes both time and money (Fottler, 2002). Furthermore, with the high rate of change in technology employees need to learn how to operate and adapt to new things.
In terms of trade unions and participation, the human resource department worked towards a no union policy. Both local and international employees work towards the achievement of goals. The workers contributed in the production process and other subordinate activities, but not decision making.
With the no union strategy, no unionized activities took place in either local or international sections of the firm. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“International HRM Strategy Term Paper Example | Topics and Well Written Essays - 1000 words - 1”, n.d.)
International HRM Strategy Term Paper Example | Topics and Well Written Essays - 1000 words - 1. Retrieved from https://studentshare.org/human-resources/1646892-international-hrm-strategy
(International HRM Strategy Term Paper Example | Topics and Well Written Essays - 1000 Words - 1)
International HRM Strategy Term Paper Example | Topics and Well Written Essays - 1000 Words - 1. https://studentshare.org/human-resources/1646892-international-hrm-strategy.
“International HRM Strategy Term Paper Example | Topics and Well Written Essays - 1000 Words - 1”, n.d. https://studentshare.org/human-resources/1646892-international-hrm-strategy.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF International HRM Strategy

International HRM

...with rules and regulations of the respective governments. HR practices and strategies that are relevant in the U.S. and Canada might not be relevant or even acceptable in England and France. Therefore, there is a need to understand and familiarize with the local factors affecting HR practices and strategies. HR consulting to international organizations is not all about local HR practices and approaches but also about introducing standardized global approach to HRM, which is compatible with the local culture and practices (Woollard, 2010). This is one of the reasons international HR companies are hired for consulting. Hence, right balance must be found...
3 Pages(750 words)Term Paper

International HRM

...Studies of Management and Organization, 24: 18-35. Feldman, D.C. and Tompson, H.B. (1993). "Expatriation, Repatriation, and Domestic Geographical Relocation: An Empirical Investigation of Adjustment to New Job Assignments", Journal of International Business Studies,Third Quarter, 507-29. GMAC. 2006. Global relocation trends 2005 survey report. Oak Brook, IL: GMAC Global Relocation Services. Kreitner, R. (1989). Management, Houghton Mifflin Company. Navas, M., Rojas, A. J., Garcia, M., & Pumares, P. 2007. Acculturation strategies and attitudes according to the Relative Acculturation Extended Model (RAEM): The perspectives of natives versus immigrants. International Journal of...
10 Pages(2500 words)Essay

International HRM

...and horizontal problem-solving and decision-making. Therefore, there would be advantages for the UK manager that is attempting to facilitate more effective work processes and outcomes to take a hard approach to people management. Armstrong (2007) describes the hard HRM approach as an HR strategy that ensures more effective worker controls by exploiting human capital as a means to achieve competitive advantages and more productive work processes. Under this approach, human capital is considered much like tangible resources, which are coordinated and allocated with emphasis on statistical synchronisation of worker activities with strategic business strategy (Armstrong 2003). UK human...
11 Pages(2750 words)Essay

Evaluating an International HRM Strategy

...by bureaucratic barriers. Additionally, store personnel are treated by top management as mini entrepreneurs as these personnel have clear targets for costs, sales and profits along with requirements for sales reporting. The flat organizational hierarchy at ZARA along with decentralization makes way for greater employee involvement and participation as stores’ sales are monitored closely by the managerial level. 7. Organizational, cultural and national issues in HRM strategy National The strategic role of HRM in international corporations is best explained in terms of the alignment of people, culture and incentives/controls. The staffing policy of such companies involves...
13 Pages(3250 words)Assignment

International HRM

...International HRM Structural Executive Summary Any organized human activity, which is done in-group, will be most times constituted into structure called organization. So, organization is a structure with a ‘collage’ of humans or workers doing their allocated work under the supervision of a leader, for the benefit of the organization as well as them. These workers have to be recruited optimally to optimize the performance of the organization. So, if American Company starts a subsidiary in India, they have certain aspects into considerations, so they recruit apt employees and importantly adopt effective management styles. So, this paper will discuss how an MNC of American origin have to focus on...
12 Pages(3000 words)Essay

INTERNATIONAL HRM

...; contingent variables such as age, size, nature, ownership, life-cycle stage of the organisation; and thirdly, organisational strategies such as HR policies according to the business strategy and labour markets (Budhawar, 2004). The strategic HRM version of Miles and Snow model (1984) suggests that organisations follow generic strategy and then develop a structure and HRM practices in line with the generic strategy (Lundy & Cowling, 1996). Based on the above propositions, main challenges that would surface Vancouver Communications in Turkish operations would be related to human resource management and business...
10 Pages(2500 words)Essay

International HRM

...force up gradation may result in business loss (Taylor et al., 1996). Hiring skilled labour in order to upgrade the work force may require hiring skilled individuals across the border. According to a survey report ‘recruiting high-quality employees ranked second as the priority for both international (40%) and domestic (46%) companies (Rioux et al., no date). These skilled labours and professionals actually cost more than the normally available ones. This factor is the main reason behind expatriation. This can expose the HRM to the adverse effects of expatriation and immigration caused by diversified backgrounds of employees. It is due to the fact that if anything seems ethical to one employee may b...
12 Pages(3000 words)Essay

Evaluating an International HRM Strategy

..., Participation and Governance: A study of ESOPs in the UK. New York: Routledge. Shukla, S. (2012). Wal-Mart: Inside the Retail Giant. HRM Asia. Available: http://www.hrmasia.com/case-studies/walmart-inside-the-retail-giant/128073/ Accessed: 11 September, 2014 Store/Club Vacancies, (2014). Wal-Mart: Careers. Available: http://www.wal-martchina.com/english/career/othercity.htm Accessed: 11 September, 2014 Social Responsibility, (2014). Wal-Mart China: Social Responsibility. Available: http://corporate.walmart.com/our-story/our-business/international/walmart-china Accessed: 11 September, 2014 Stredwick, J. (2013). An Introduction to Human Resource Management. 3rd edn. New York: Routledge. The Economic...
14 Pages(3500 words)Assignment

Evaluating an International HRM strategy

... EVALUATING AN INTERNATIONAL HRM STRATEGY Executive Summary This report will provide a relevant human resource strategy for Tesco’s joint venturein Thailand. The report will provide detailed backgrounds to the Tesco Plc. Company, the host company Thailand, the industry drivers, as well as the desired human resource management strategy. The objective of the report is to develop an appropriate human resource strategy that can help Tesco Plc. Thrive in the retail industry in Thailand. Thailand is a South East Asian country presenting numerous opportunities for retailers and supermarkets. Thailand’s economy has exhibited remarkable growth...
20 Pages(5000 words)Essay

Evaluating an International HRM Strategy

...Table of Contents Executive Summary 2 Company Profile 4 Tesco 4 Suning commerce group 4 PESTEL analysis of China 5 Political factors 5 Economic factors 5 Social factors 6 Technological Factors 6 Legal factors 7 Environmental factors 7 Main HRM theories and models in relation to economic drivers 7 Recruitment and Selection process at Tesco and suning commerce group 7 HRM Theories and Models 8 HRM strategies for the Joint Venture 9 Recruitment and Selection 9 Rewards Management 10 Performance Management 12 Organisational, national and cultural specific issues that influence the development and implementation of HRM strategy  12 Management...
16 Pages(4000 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Term Paper on topic International HRM Strategy for FREE!

Contact Us