Week 1 discussion 1
"Domestic and International HRM" Please respond to the following:
· Analyze the main differences and similarities between domestic and international HRM. Determine whether or not it would be beneficial to adopt one (1) policy for domestic and international sites. Support your response with one (1) example.
· *From the e-Activity, predict at least two (2) challenges that organizations will face in the next ten (10) years as it relates to managing human resource activities for multinational organizations. Propose at least two (2) ways to that organizations may mitigate these predicted challenges.
Week 2 discussion 2
"International HRM Activities" Please respond to the following:
· Determine the main reasons why a greater involvement in employees’ personal lives, as opposed to non-involvement, is inevitable in many international HRM activities, especially in developing countries. Provide one (1) example to support your answer.
· Examine two (2) primary causes of HR failure in multinational ventures. Analyze the manner in which each of these causes can be overcome by having the appropriate staff to manage and operate the business.Week 3 disscun 1
"Standardization and Localization for Multinational Enterprises (MNEs)" Please respond to the following:
· Examine two (2) issues of standardization and localization in general for MNEs. Determine two (2) ways in which an organization would benefit from standardization of IHRM activities and two (2) ways in which an organization would benefit from localization of IHRM activities. Provide examples of such benefits to support your response.
According to the textbook, a country of origin can strongly influence a company’s approach to organizational structure. As MNEs from China and India expand internationally, determine whether or not it is smarter for these countries to take on management practices of the host country or the home country. Support your answer with examples of two (2) management practices.Week 3 discussion 2
Stages of a Firm as It Grows Internationally" Please respond to the following:
· Examine two (2) stages that an organization goes through as it grows internationally. Explain key reasons why a large MNE with a long international history and extensive cross-border operations might choose to standardize its products. Provide examples of such standardization to support your response.
· Examine your current organization, and explain which stage of organizational development your company is currently in. If you are not currently with an organization, examine a past organization. Support your response. Note: Please do not identify workplaces or leaders by name.week 4 disscun 1"Mergers and Acquisitions (M&A) Integration" Please respond to the following:
Assume you are the HR manager of a company. Examine the fundamental role of HR in the pre-M&A phase. Recommend two (2) actions that HR could take to show its support of the success of the newly formed company. Determine two (2) ways that cultural and institutional differences impact the HR integration in M&As and in International Joint Ventures (IJVs). "Expatriate Management" Please respond to the following:
*From the e-Activity, determine the manner in which expatriates transfer knowledge between the acquiring and the acquired company in an M&A. Explain the role of the expatriate’s industry experience in cross-border alliances. Propose two (2) actions that organizations can take to internally recruit employees to take international assignments. Determine the importance of organizations sending managers on international assignments as a path to career development. Support your response with one (1) example of such a path. week 6 discussin 1
"Volatility of the Global Environment" Please respond to the following:
Examine the benefits and drawbacks of a global strategy versus those of a local strategy. Provide one (1) example of when a global company would select a global strategy and one (1) example of when it would select a local strategy. Determine two (2) possible HR implications of a company using either a local or a global strategy. Speculate on the manner in which the decision in question impacts the hiring and training process for each particular location "Expatriate Performance" Please respond to the following:
Select two (2) major criteria that you would use to appraise the performance of an expatriate. Determine whether an expatriate’s performance requirements should or should not match those of others within an organization and if management should rate the expatriate differently based on a focus of international growth for the company. Provide a rationale for your response. *From the e-Activity, rank the top three (3) suggested components of a performance appraisal in order of importance (one (1) being the most important; three (3), the least). Provide a rationale for your ranking.
7
"Training Expatriates" Please respond to the following:
Determine key components that are important to maintaining a successful mentorship with expatriates. Support your answer with one (1) real-world example of a successful expatriate mentorship. Examine key challenges that mentors face when training expatriates. Suggest two (2) actions that a mentor can take in order to assist an expatriate to adjust during a foreign assignment. Repatriation" Please respond to the following:
*From the e-Activity, evaluate the validity of the suggested best practices in terms of HR’s role in supporting expatriates returning home. Recommend one (1) other action that HR can take in order to support the expatriates in question. Suggest two (2) uses for a repatriate agreement related to clarifying the types of positions available to workers returning from an overseas assignment. Provide one (1) example that depicts one (1) of these two (2) uses for a repatriate agreement.
week 9
week 9 discnn
"Trade Unions and Multinational Companies" Please respond to the following:
Examine one (1) of the constraints that trade unions have placed on multinational companies. Propose two (2) possible actions that multinational companies can take in order to address the constraint in question. Justify your response. *From the e-Activity, examine the benefits and drawbacks of trade unions for employees. Provide your opinion on the major effects that MNEs have had on trade unions. Provide a rationale for your response. "Corporate Codes of Conduct" Please respond to the following:
*From the case study, examine the goals of Degussa’s Global Code of Conduct. Recommend two (2) actions that the HR department can take in order to ensure that employees understand and follow the company’s Global Code of Conduct. Provide a rationale for your response. Analyze two (2) emerging issues for HRM in offshoring countries. Suggest two (2) solutions to these emerging issues. Justify your response.
week 5
Week 5 discussn 1
"Approaches to Staffing" Please respond to the following:
· Imagine that you are the HR manager of a multinational enterprise (MNE). You have been tasked with staffing a subsidiary in Asia. Select the approach to staffing that you would utilize in this situation and provide a rationale for your decision. Support your selection with one (1) example of the successful implementation of this approach.
· Determine the manner in which organizations can locate qualified candidates when operating MNEs. Provide a rationale for your response. Take a position on whether or not an ethnocentric approach to staffing is the best option when staffing outside of an organization’s home country. Support your position; if you disagree, suggest an alternative approach.
Week 5 discussn 2
"Transferring Staff for International Business Activities" Please respond to the following:
· Determine two (2) advantages to using international assignments versus local nationals when expanding a company into a new country. Support your response with examples of each of the two (2) such advantages.
· Examine two (2) reasons that multinationals should be concerned about expatriate failure. Propose two (2) actions that a company can take in order to prevent expatriate failure.
week 8 disssccnn 1"International Compensation" Please respond to the following:
*From the e-Activity, compare ADP’s global payroll services with those of at least one (1) other company that offers the same or similar services. Select the company that you believe offers the better global payroll service. Provide a rationale for your selection. Determine two (2) possible legal implications for a company in regard to employee benefits overall. Suggest two (2) actions that a company should take in order to address these legal implications. Justify your response. "Differentiating between Parent-Country Nationals (PCNs) and Third Country Nationals (TCNs)" Please respond to the following:
Examine the two (2) main approaches to international compensation, and determine the advantages and disadvantages of each. Determine the differences in compensation for PCNs and TCNs, and discuss specific reasons why these differences might matter. Analyze local plus compensation, and determine two (2) major challenges that multinational enterprises (MNEs) face when using this approach. Propose two (2) resolutions to these challenges. Justify your response. w 10
"HRM Problems and Expatriate Assignments" Please respond to the following: Determine two (2) HRM problems that typically arise with expatriate assignments. Propose two (2) precautionary steps that HR can take in order to avoid encountering these problems. Support your response with examples of such precautionary steps in action. Examine the concepts of core ethical values and guidelines in HRM. Suggest two (2) ways that these concepts may be applied to HRM problems that occur during expatriate assignments. Provide support with examples of the application of these concepts to HRM problems that occur during expatriate assignments. "Multinational Companies and the Risk of Terrorism" Please respond to the following:
Recommend two (2) actions that multinational enterprises can take to reduce risks related to terrorism. Suggest what HRM’s role might be in reducing these risks. Justify your response. Determine one (1) set of corporate risk-assessment categories that would be a starting point for a multinational enterprise as it relates to audits, emergencies, and disaster preparedness. Analyze the importance of a company having a disaster recovery plan. Support your analysis with one (1) example of a company that did or did not have a disaster recovery plan.
week 11 disn
"Interest in Subject" Please respond to the following: Identify two areas of staffing that you found the most interesting and explain why you found them interesting. Select the one topic or concept in the course that you found most difficult to grasp and explain why. Identify three concepts you found to be most beneficial in this course and how you foresee using them in your professional life. Summarize this course in 140 characters or less, like something you could post on Twitter.
quiz 1
1
Hofstede’s approach to cross cultural management research:
Answer
· Question 2
5 out of 5 points
Hall and Hall, Trompenaars and Hampden-Turner all:
Answer
· Question 3
0 out of 5 points
Generational changes in world societies:
Answer
· Question 4
5 out of 5 points
Trompenaars and Hampden-Turner’s cultural dimensions is Ascription vs. :
Answer
· Question 5
5 out of 5 points
One criticism of the GLOBE study is:
Answer
· Question 6
5 out of 5 points
Cross-cultural management research is based on the assumption that:
Answer
· Question 7
5 out of 5 points
The GLOBE research tries to study the complex relationships between:
Answer
· Question 8
5 out of 5 points
According to Trompenaars and Hampden-Turner, societies that attempt to control nature to a very high degree are described as having:
Answer
· Question 9
5 out of 5 points
Results from the GLOBE study were used to distinguish ______”cultural regions.”
Answer
· Question 10
5 out of 5 points
· Question 11
5 out of 5 points
According to Hofstede, some Asian cultures such as Singapore and Hong Kong:
Answer
· Question 12
5 out of 5 points
According to Trompenaars and Hampden-Turner, members of specified cultures:
Answer
· Question 13
5 out of 5 points
Hofstede’s study is classified or based on:
Answer
· Question 14
5 out of 5 points
According to the results of the Hofstede study:
Answer
· Question 15
5 out of 5 points
Hall and Hall’s research emphasizes four cultural dimensions:
Answer
quiz 3
Question ·
The subsidiary as an integrated player:
Answer
· Question 2
5 out of 5 points
Clan control is defined as:
Answer
· Question 3
0 out of 5 points
Which stage of international operations tend to create a separate international division in a company:
Answer
· Question 4
5 out of 5 points
The European path approach to a global matrix tends to emphases:
Answer
· Question 5
5 out of 5 points
The host-country effect:
Answer
· Question 6
5 out of 5 points
· Question 7
5 out of 5 points
Many companies in the developmental stage of internationalization will maintain control by:
Answer
· Question 8
5 out of 5 points
A major contributing factor of an unmanageable matrix structure is:
Answer
· Question 9
5 out of 5 points
The management of a multi-centered networked organization is:
Answer
· Question 10
0 out of 5 points
Transition companies are characterized by:
Answer
· Question 11
0 out of 5 points
The “think global, act local” paradox:
Answer
· Question 12
5 out of 5 points
Social Capital emphasizes the need for:
Answer
· Question 13
0 out of 5 points
An important forum for the development of personal networks is:
Answer
· Question 14
5 out of 5 points
One advantage of a matrix structure is:
Answer
· Question 15
5 out of 5 points
Transnational strategies of globalization are characterized by:
Answer
An emerging constraint on the available pool of candidates which is hindering the recruitment and selection process of potential employees for international assignment is:
Answer
· Question 2
5 out of 5 points
“Bumble Bee” is a description of an expatriate role as:
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· Question 3
5 out of 5 points
A major barrier to the selection of female expatriates was found to be:
Answer
· Question 4
5 out of 5 points
“Independents” are defined in the text as:
Answer
· Question 5
5 out of 5 points
Which language is the common corporate language in the world?
Answer
· Question 6
5 out of 5 points
An example of an employee working on a contractual assignment of a non-standard is a/an:
Answer
· Question 7
5 out of 5 points
The most common reason for an international assignment is:
Answer
· Question 8
0 out of 5 points
Third country nationals:
Answer
· Question 9
5 out of 5 points
Traditional expatriate assignments are referred to as a/an:
Answer
· Question 10
5 out of 5 points
A sound business reason for pursing an ethnocentric staffing policy is:
Answer
· Question 11
0 out of 5 points
Ethnocentric organizations are best characterized by:
Answer
· Question 12
5 out of 5 points
The European Union Social Charter allows for
Answer
· Question 13
5 out of 5 points
Boundary spanning refers to activities that:
Answer
· Question 14
0 out of 5 points
A family friendly policy to encourage placement of an expatriate which is logical but not always acceptable to multinationals is:
Answer
· Question 15
0 out of 5 points
quiz 5
What tool assists an organization in collecting accurate performance data and allows for cross-employee comparisons?
Answer
· Question 2
5 out of 5 points
What can be described as the strongest stressors in expatriate “overseas” work environment?
Answer
· Question 3
0 out of 5 points
Which country tends to have administrators with a high level of legal expertise?
Answer
· Question 4
0 out of 5 points
In which country do managers find it difficult to directly point out a work-related problem or error by a subordinate?
Answer
· Question 5
5 out of 5 points
One problem with an annual performance appraisal is:
Answer
· Question 6
5 out of 5 points
The term “whole verses part” refers to:
Answer
· Question 7
5 out of 5 points
Performance management:
Answer
· Question 8
5 out of 5 points
What are the five major constraints in terms of multinational strategy and goal setting?
Answer
· Question 9
5 out of 5 points
· Question 10
5 out of 5 points
Web-based platforms of human resource information system that include performance management modules:
Answer
· Question 11
5 out of 5 points
The transfer of the individual and accompanying family member into a foreign environment outside of their normal cultural comfort zones is the definition of:
Answer
· Question 12
5 out of 5 points
If the PCN is perceived to identify too closely with the host subsidiary concerns:
Answer
· Question 13
5 out of 5 points
An appraisal system which builds upon the strengths while minimizing their disadvantages uses all of the following criteria:
Answer
· Question 14
5 out of 5 points
The employee who oversees and directs the entire foreign operations is:
Answer
· Question 15
5 out of 5 points
A major challenge to global performance management is:
Answer
The Top Five highest taxation countries are:
Answer
· Question 2
5 out of 5 points
Global pay practices consist of firm level decisions about:
Answer
· Question 3
5 out of 5 points
Relocation allowances:
Answer
· Question 4
5 out of 5 points
International compensation is characterized by:
Answer
· Question 5
5 out of 5 points
The purpose of home leave allowances is to:
Answer
· Question 6
5 out of 5 points
Many multinationals respond to complexity of tax issues across countries by:
Answer
· Question 7
5 out of 5 points
MNEs generally pay allowances in order to:
Answer
· Question 8
5 out of 5 points
The base salary for an international transfer is linked to the salary structure in the host country using:
Answer
· Question 9
5 out of 5 points
International compensation is:
Answer
Selected Answer:
More complex than domestic pay due to outsourcing and balancing centralizations and decentralization of pay forms
Correct Answer:
More complex than domestic pay due to outsourcing and balancing centralizations and decentralization of pay forms
· Question 10
5 out of 5 points
Answer
Selected Answer:
Correct Answer:
· Question 11
5 out of 5 points
An advantage of the Going Rate Approach is that:
Answer
· Question 12
5 out of 5 points
Which of the following is the foundation block for international compensation whether the employee is a PCN or TCN?
Answer
· Question 13
5 out of 5 points
The most common taxation policy used by multinationals is:
Answer
· Question 14
0 out of 5 points
· Question 15
5 out of 5 points
Answer
1
5 out of 5 points
International trade secretariats (ITS):
Answer
· Question 2
5 out of 5 points
International call-centers are an example of:
Answer
· Question 3
5 out of 5 points
Influencing wage levels to the extent that cost structures become uncompetitive is:
Answer
· Question 4
0 out of 5 points
Generally speaking, corporate headquarters:
Answer
· Question 5
5 out of 5 points
The term “offshoring” is frequently used as a subcategory of:
Answer
· Question 6
0 out of 5 points
Recent evidence has shown that one of the priorities when making investment location decisions is:
Answer
· Question 7
5 out of 5 points
In Sweden and Germany the term “collective bargaining” means:
Answer
· Question 8
5 out of 5 points
A major management challenge for firms with global brands such as Nike has been:
Answer
· Question 9
5 out of 5 points
Public uproar over working conditions of offshoring companies resulted in a universal standard called:
Answer
· Question 10
5 out of 5 points
Greater emphasis on formal management controls and close reporting systems tend to be present in:
Answer
· Question 11
5 out of 5 points
Poor subsidiary performance tends to:
Answer
· Question 12
5 out of 5 points
A multinational firm usually delegates the management of industrial relations to:
Answer
· Question 13
5 out of 5 points
A major problem in the offshoring countries of India and China is:
Answer
· Question 14
5 out of 5 points
Which country has the highest level of union membership?
Answer
· Question 15
5 out of 5 points
Strike-proneness can be measured by
Answer
midterm Tax equalization policies concerning expatriates are designed to:
Answer
· Question 2
4 out of 4 points
In Porter’s value-chain model:
Answer
· Question 3
4 out of 4 points
What activity in international human resource would not be required in a domestic environment?
Answer
· Question 4
4 out of 4 points
Which of the following is not a function of internal resource management?
Answer
· Question 5
4 out of 4 points
International HRM is reflected in:
Answer
· Question 6
4 out of 4 points
A multidomestic industry is:
Answer
· Question 7
4 out of 4 points
Which department of an organization is the major user of language translation services?
Answer
· Question 8
4 out of 4 points
Which three dimensions are presented in Morgan’s model of IHRM?
Answer
· Question 9
4 out of 4 points
HRM in the multinational context contains an overlap between elements of:
Answer
· Question 10
4 out of 4 points
Senior managers with little international experience:
Answer
· Question 11
4 out of 4 points
Which of the following is not a category of an employee in an international firm?
Answer
· Question 12
4 out of 4 points
Series of linked domestic industries in which rivals compete against each other on a worldwide basis is:
Answer
· Question 13
4 out of 4 points
Due to growing interdependence and a high flow of migration:
Answer
· Question 14
4 out of 4 points
According to the results of the Hofstede study:
Answer
· Question 15
4 out of 4 points
Cultures develop over time:
Answer
· Question 16
4 out of 4 points
According to Trompenaars and Hampden-Turner, members of specified cultures:
Answer
· Question 17
4 out of 4 points
One criticism of the GLOBE study is:
Answer
· Question 18
4 out of 4 points
A major criticism of cross-cultural management studies is:
Answer
· Question 19
4 out of 4 points
Individualism vs. collectivism refers to:
Answer
· Question 20
4 out of 4 points
· Question 21
4 out of 4 points
Hall and Hall, Trompenaars and Hampden-Turner all:
Answer
· Question 22
4 out of 4 points
Hall and Hall’s research emphasizes four cultural dimensions:
Answer
· Question 23
4 out of 4 points
According to researchers like Barry Gerhart:
Answer
· Question 24
4 out of 4 points
One study by Child, reviewing research on the development of cultures concluded:
Answer
· Question 25
0 out of 4 points
According to Hofstede, some Asian cultures such as Singapore and Hong Kong:
Answer
Wednesday, February 12, 2014
midterm 2
The subsidiary as an integrated player:
Answer
· Question 2
0 out of 4 points
Network multinational structures:
Answer
· Question 3
4 out of 4 points
An important forum for the development of personal networks is:
Answer
· Question 4
4 out of 4 points
The European path approach to a global matrix tends to emphases:
Answer
· Question 5
4 out of 4 points
· Question 6
4 out of 4 points
The management of a multi-centered networked organization is:
Answer
· Question 7
0 out of 4 points
Korean conglomerates have a strong preference for:
Answer
· Question 8
4 out of 4 points
The second stage of a new international company typically involves which department:
Answer
· Question 9
0 out of 4 points
Which category of employee is typically used in key sales subsidiary position in a new developing international company:
Answer
· Question 10
4 out of 4 points
The “think global, act local” paradox:
Answer
· Question 11
4 out of 4 points
A major contributing factor of an unmanageable matrix structure is:
Answer
· Question 12
4 out of 4 points
“Born globals” are:
Answer
· Question 13
4 out of 4 points
The complex network of interrelated activities in a MNE can be described in the following structure:
Answer
· Question 14
4 out of 4 points
Cross-border alliances are:
Answer
Selected Answer:
Correct Answer:
· Question 15
4 out of 4 points
Learning in small to medium (SME) international firms is characterized by:
Answer
· Question 16
4 out of 4 points
IJV positions called “functional gatekeepers”:
Answer
· Question 17
4 out of 4 points
The HR manager’s role as an innovator in a IJV means:
Answer
· Question 18
4 out of 4 points
Shortage of working capital to finance exports is a top barrier to access international markets in:
Answer
· Question 19
4 out of 4 points
A characteristic of a non-equity cross border alliance is:
Answer
· Question 20
0 out of 4 points
M&A conceptual tool which converts resources into valuable goods and services is:
Answer
· Question 21
4 out of 4 points
What is defined as a factor which shapes employees priorities and decisions made?
Answer
· Question 22
4 out of 4 points
One of the largest merges in history was between:
Answer
· Question 23
4 out of 4 points
Performance-related pay is more popular in which country?
Answer
· Question 24
0 out of 4 points
Equity modes of foreign operations can be best described as:
Answer
· Question 25
4 out of 4 points
The best way to address intercultural conflicts is to:
Answer
Assignment 2: International Assignments
Imagine that you are the HR director for a multinational firm that has recently begun to assign workers to international posts. You are responsible for determining the staffing needs of foreign operations. You will also need to adopt a mentoring program for expatriates. As you do not have the resources to provide in-house training, you are considering the use of an external consulting firm to provide pre-departure training for employees.
Write a six to eight (6-8) page paper in which you:
Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance. Recommend the recruiting and selection strategy that you believe your firm should use when offering international assignments. Provide a rationale for your recommendation. Compare and contrast two (2) staffing alternatives for foreign operations at your multinational firm. Select the staffing alternative that you believe to be the best fit for your scenario and provide a rationale for your selection. Analyze the importance of providing a high-quality mentoring system for international assignees. Provide one (1) example of a high-quality mentoring system for international assignees to support your analysis. Suggest the manner in which you plan to measure return on investment (ROI) for international assignments. Provide a rationale for your decision. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are:
Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness. Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals. Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for operating in multiple countries. Select performance management processes to assess and improve performance throughout a multinational corporation. Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals. Use technology and information resources to research issues in global HRM. Write clearly and concisely about global HRM using proper writing mechanics. Assignment 3: Presentation of Assignment 2
In this assignment, you will condense information from Assignment 2 to create a PowerPoint presentation.
Create a nine (9) slide PowerPoint Presentation in which you:
Provide a title slide (as indicated in the format requirements below) followed by a slide with an introduction to your presentation. Summarize your response to each of the criteria in Assignment 2 – one (1) slide per criterion, for a total of six (6) slides. Provide a summary slide which addresses key points of your paper. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Your assignment must follow these formatting requirements:
Format the PowerPoint presentation with headings on each slide and three to four (3-4) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions. Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length. The specific course learning outcomes associated with this assignment are:
Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness. Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals. Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for operating in multiple countries. Select performance management processes to assess and improve performance throughout a multinational corporation. Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals. Use technology and information resources to research issues in global HRM. Write clearly and concisely about global HRM using proper writing mechanics
Solution: strayer university bus325 full course [ all discussions all assignments all midterm all quizes except quiz 9 10