International HRM: International Electronics - Book Report/Review Example

Comments (0) Cite this document
Summary
This paper gives details that human resource management is the process of managing and controlling the workforce within an organization and international human resource management indicates the system of managing the human resource in a global framework…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98.6% of users find it useful
International HRM: International Electronics
Read TextPreview

Extract of sample
"International HRM: International Electronics"

Download file to see previous pages  In this era of liberalization of economies, globalization and advancement of information technologies, more and more firms are engaging into international trade in order to establish their global presence and to ensure sustainability of their business activities in this competitive business environment. The process of internationalization of these organizations would never become successful if the human resource of those companies was not deployed in an appropriate manner and their overseas operations would never become sustainable if the dynamics in international and cross-cultural business process was not communicated to the employees and managed properly. This reflects the importance of the functionalities of the international human resource management (Carbery and Cross, 2013). According to the case study, International Electronics is a UK based company producing electronics for mobile phone industry. The company is planning to establish a manufacturing plant in Sweden which is closer to their most valuable market. For such business expansion, the company is required to recruit and select five international managers who will be based on Sweden and will be responsible for generating new business for the organization. In this paper, a report will be drawn on the functioning of international HRM showing how the team can recruit and select the best managers with abilities to coordinate and execute this international assignment successfully. The report will also illustrate the most appropriate ways of imparting training and development programs to that manager so that they can undertake any challenges arising out of such international program and implement techniques for mitigating them. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“International HRM: International Electronics Book Report/Review”, n.d.)
Retrieved de https://studentshare.org/human-resources/1685769-produce-a-report-based-on-an-international-hrm-case-study
(International HRM: International Electronics Book Report/Review)
https://studentshare.org/human-resources/1685769-produce-a-report-based-on-an-international-hrm-case-study.
“International HRM: International Electronics Book Report/Review”, n.d. https://studentshare.org/human-resources/1685769-produce-a-report-based-on-an-international-hrm-case-study.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
International HRM
...? International HRM Task1: Recruitment Advertisement for the Site Manager Position Calidad Coches, Inc is a renowned brand in the sector of automobiles, operating in approximately 14 car rental regions. It mainly functions in the Yucatan Peninsula of Mexico since its establishment in the year 1981 under the control of Juan Carlos Mendez. Soon after Mendez, in the year 2007, Adelia Adolfo was elected as the new Chief Executive Officer (CEO) of Calidad to manage the organizational operations successfully. After handling over the position of CEO to Adelia Adolfo, the productivity and profitability of Calidad grew rapidly which proved quite beneficial for the organization in the long run. Consequently, it...
5 Pages(1250 words)Term Paper
International HRM
...? International HRM International HRM It is a great idea to offer HRM consulting services to private-sector employers located in England and France. It will diversify the operations of the organization and will open up new opportunities for growth and development. By all means the organization must go ahead with this initiative as companies all over the world are looking for HR consulting organizations to assist them with managing global workforce. Global cultural competencies will definitely grow and this is a great opportunity to stay ahead of the competition. At the same time there are various issues that need to be considered for this initiative to be...
3 Pages(750 words)Term Paper
International HRM
... and health - Little hassles vs. major life events. Australian Psychologist, 28(3): 201-208. Sappinen, J . (1993) `Expatriate Adjustment on Foreign Assignment', European Business Review, 93(5) : 3-11 . Scullion, H . (1999) `International HRM in Medium-Sized MNEs : Evidence from Ireland' . In Brewster, C . and Harris, H . (eds) International HRM : Contemporary Issues in Europe . London: Routledge, pp . 48-63. Selmer, J. (2002). Practice makes perfect? International experience and expatriate adjustment. Management International Review, 42, 71-87. Tung, R. (1982) `Selection and Training Procedures of U.S ., European, and Japanese Multinationals', California International Review, 25 : 57-71 .... a consistent and substantial growth in the number...
10 Pages(2500 words)Essay
International HRM
...?Running Head: International HRM International HRM [Institute’s Table of Contents Table of Contents 2 Introduction 3 What is Human Resource Management? 3 What is International Human Resource Management? 4 Functional Difference between HRM and IHRM 6 Benefits and Drawbacks of IHRM 7 IHRM in a Global Context 8 Impacts of IHRM on Relationships 9 Social Impact 10 Economic and Political Impact 11 Institutional Impact 12 Cultural Impact 12 Conclusion 14 References 15 Introduction The world and the entire human race today are experiencing a technological boom with a rapid increase in globalisation as well. The mode of communication and...
12 Pages(3000 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 resource managers are generally...
11 Pages(2750 words)Essay
International HRM
...International HRM Policies: Germany Vs UK Introduction Today we are in an era of globalization and intense competition, which calls for a professional approach on behalf of companies and organizations. Quality is now regarded as an important means of bringing in product differentiation. In the world we live today, quality has no substitute and active participation of all concerned towards delivering a quality product or service is of prime importance. Organizations have therefore started adopting the strategy of seeking employees’ participation as well in management. Such participative management encourages workers to do more for the company while diligently performing their duties and responsibilities. Oakland (2000) proposed... to the...
13 Pages(3250 words)Essay
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
... may not be appropriate because costs in home country are quite high. This would require modification, majorly, in terms of production costs, supplier costs, compensation and pay models, and operation and maintenance costs. Firstly, Helen would require a staffing plan as per international HRM norms and organisational stage. At international level, oorganisations recruit employees based on organisational life cycle (Dowling, Festing & Engle, 2008). Milliman et al (1991) suggest that staffing usually depends upon stages of organisational initiation, functional growth, controlled growth, and strategic integration. Third country nationals are recruited during strategic integration of business or formulation of larger plans related... &...
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
International HRM
... Contents Introduction 4 Definition of HRM 4 Historical evolution of HRM definitions 4 Outline of essay 5 The context and traditional conception of IHRM 5 Historical contextualisation of IHRM 5 Conceptual Frameworks of HRM 6 Accounting for complexities in implementing IHRM frameworks 7 The complexity of the contemporary context 8 History of internationalisation of economic and business activity 8 Globalisation as distinct from Internationalisation 8 Hyper-globalist versus global scepticism 9 International transfer of practice 11 Increase Anglo-Americanisation of IHRM practices 11 Emergence of homogenous & universal model HRM 12 Critical factors for...
12 Pages(3000 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 Book Report/Review on topic International HRM: International Electronics for FREE!
Contact Us