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International Human Resource Management - Assignment Example

International HRM is complex since it includes broader external influence and risk exposure. International HRM engages in some activities that are not necessary for domestic HRM. Such activities include international relocation and international taxation. International HRM is also concerned with administration services for expatriates and language translation services. Some common activities include provision of immigration and travel services (Dowling, Festing and Engle 5). Question 2 Definition of terms Host-country national (HCN)-is an employee who is a citizen of the country in which the multinational organization has a subsidiary or plant facilities. The multinational is usually headquartered in a different country. Parent- country national (PCN) - is an employee who is a citizen of the parent country (where multinational organization has it current headquarters). The employee may be posted to overseas country as an expatriate. Third-country national- Are employees who are not citizens of either the host country (where multinational organization has a subsidiary) or the parent country (where the multinational is currently headquartered) (Dowling, Festing and Engle 5). ...
Question 5 Major structuring issues faced by multinationals on parent-country headquarters and subsidiaries- some of the structuring issues include the need to align the communication and reporting channels of the parent country headquarter and subsidiaries. Another structuring issue is the need to integrate the

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subsidiary culture and parent country headquarters culture. Other issues include the need to maintain management and supervisory relationships. Question 6 Problems during cross-border merger/acquisition- some of the problems include employee resistance due to differences in management styles of the two organizations. Another problem is the continuity of leadership and quality of the communication process during integration. Other problems include employee retention and voluntary job loss. Task and cultural integration is also a major challenge. Question 7 Disadvantages of ethnocentric approach to management and staffing subsidiaries- it leads to decline in employee morale and productivity since host country nationals have limited opportunities in promotions. It may lead to high employee turnover amongst the HCNs. Parent country nationals do not quickly adjust to the host countries thus there is a high likelihood of poor decision making. It leads to an increase in the compensation package gap of the parent country nationals and host country nationals since PVNs are paid unjustified premium package. The Parent country nationals achieve new authority and status thus they may not easily understand the needs of their host country subordinates. Question 8 Primary reasons for international assignments- Some include position filling depending on the skills required and need for technology transfer. Another reason is a need management development
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Name: University: Course: Tutor: Date: International human resource management Question one The main similarities and differences between domestic and international HRM Similarities Both domestic and international HRM involve the management of people resources…
International Human Resource Management
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