Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
HRM and Transnational Business Strategies
Transnational HRM strategies are increasingly becoming a necessary part of performance management as organizations large and small engage in cross-border approaches to production, trade and retail. In the regard that organizations must accommodate for the 'inpatriation' of personnel from nations where a domestic operation has established partnerships, or must prepare their own personnel for assignment abroad, sensitivity training, cultural training and other modes of preparation will facilitate easier transition for all parties.
For the organization addressed by the course project, there are a number of concrete demands instigated by transnational activities which have had a tangible and predictable impact on HR orientation. As the text by Dowling & Welch (2004) denotes, "a human resources department must engage in a number of activities that would not be necessary in a domestic environment: international taxation; international relocation and orientation; administrative services for expatriates; host-government relations; and language translation services." (Dowling & Welch, 5)
That stated, there still remains a considerable demand for further study in this area. As Aguilera & Dencker (2004) indicate, "although Human Resource Management (HRM) can play a value-added role in the merger process, existing research and evidence does not clearly demonstrate how it can do so." (Aguilera & Dencker, 1357) Thus, the organization in question is still adjusting to the demands placed upon it to accommodate new arrivals. In addition to language translation services, the organization in question could enhance performance from inpatriates by providing cultural counseling to help those arriving from other countries to understand certain basic cultural realities regarding life in the host country.
Works Cited:
Aguilera, R.V. & Dencker, J. (2004). The Role of Human Resource Management in Cross-Border Mergers and Acquisitions. International Journal of Human Resource Management, 15(8), 1357-1372.
Dowling, P.J. & Welch, D.E. (2004). International Human Resource Management: Managing People in a Multinational Context. South-Western College Pub, 4th edition.
Human resource management is quickly becoming a contentious issue for multinational corporations irrespective of their home country. Talent and competition now know no boundaries. Companies that once dominated particular regions or demographic territories must now compete on both a global and local level. This presents an interesting dynamic as it relates to HRM practices. Larger corporation must now compete on such a granular level, creating complexities within the overall HR
Inventory Management Strategy. In his book, Streetwise Project Management, Dobson (2003) advocates the use of a just-in-time inventory management strategy to keep inventories low and manufacturing process more productive. This approach, though, will require close coordination with a Brazilian supplier, warehousing operations, planners and forecasters, and transportation directors throughout the inventory management process. In this regard, Epps (1995) advises, that such an approach requires the efficient transportation of materials from
political scenario illustrated that governments all over the globe are making their immigration rules more stringent because of the rise in terrorism; the implication of this phenomenon is a decrease in international traveling, which endangers continuance of a number of airlines, including Nigeria's Arik Air (Eze, 2010). Hofstede's power distance dimension denotes the degree to which unequal distribution of power is anticipated and accepted by the lower ranking members
Globalization on British Entrepreneurial Business This work in writing proposes research focused on examining the effective that globalization has had upon entrepreneurship in Britain. Toward this end, this work will review the literature in this area of study and inquiry. Research questions in this study include the following questions: (1) What effect has globalization had upon British workers? (2) Has the government in Britain responded effectively to the impact of globalization on the
Origins and Development of Human Resource Practice HRM appeared as an idea in its own right in the U.S.A. during 4 decades ago and early 1980's (Wilczek, 2008). Two popular books developing defined frameworks established the overstated claims of 'HRM'. They released a new way to what had until then been the study of personnel management, "partly a file clerk's job, partially a house cleaning job, partially a social worker's
HRM in an MNE Similarities and differences between domestic and international HRM International Human resource management is a process that involves the procurement, allocation and utilization of human resource within a multinational corporation or for at least three countries. While the HR managers within these organizations are expected to integrate the HR policies as well as the practices across various of their subsidiaries that have spread in several countries in order to