As a newly appointed Human Resources Director of a large multi-national enterprise, you have been asked to prepare new human resource management (HRM) policy for the whole organization. Some senior managers and other colleagues have criticized the current human resources and employment policy as “too ethnocentric”. Discuss the possible alternatives to the “ethnocentric approach” to HRM and state which approach you would recommend being adopted in the new global HRM policy
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As a newly appointed Human Resources Director of a large multi-national enterprise, you have been asked to prepare new human resource management (HRM) policy for the whole organization. Some senior managers and other colleagues have criticized the current human resources and employment policy as “too ethnocentric”.
Discuss the possible alternatives to the “ethnocentric approach” to HRM and state which approach you would recommend being adopted in the new global HRM policy. Answer this question in not more than 700 words.
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- Agency for Technical Cooperation and Development, commonly known as Acted is a French humanitarian non-governmental organisation that has three crucial ethical issues that have been faced by actual organizations throughout the years (such as equality at the workplace, racial and sexual harassment, corporate sustainability, corporate governance, corporate citizenship, environmental sustainability and/or globalization) and explain why it is essential for a management team to handle them. You are expected to demonstrate an analytical knowledge and critical understanding of different ethical perspectives, including ethical business objectives. Give present specific examples of Agency for Technical Cooperation and Development (Acted).The Dilemma at Zippo Solutions Expanding the international workforce to include non-parent-country employees has broughtincreased capabilities and decreased costs—along with a new set of compensation problems.Aaron Price is the director of international HR for Zippo Solutions – a large multinational ITcompany headquartered in Detroit, Michigan (USA). Aaron was talking to Zippo’s Chief HROfficer:It seems as though our international compensation program hasgotten out of hand. I have parent-country expatriates, third-countrynationals, and inpatriates* yelling at me about their allowances.Headquarters is yelling at me because the costs are too high. Quitefrankly, I can’t seem to get any answers from our consultant abouthow to handle compensation for such a global workforce, and no oneelse in the industry seems to know how to approach the problem,either. *Inpatriation is transferring HCNs from the foreign subsidiary to the headquarter (expatriation is defined in transferring PCNsfrom the…You are the Global Human Resources Director for a large MNE in the Film, Media and Entertainment industry. You are considering hiring an impressive young expatriate from South Africa of European heritage for a senior management role in an important emerging market in Asia. However, you are aware that the local subsidiary management team was adamant that this role should be filled by a local person, who understands the cultural sensitivities. Whilst you recognise the importance of these local cultural concerns from the subsidiary, your local Human Resources consultant there has been unable to find a suitable candidate with the required expertise and global experience after a six-month search. This role now needs to be filled as soon as possible. Required: How should you proceed in this situation? discuss the individual dimensions expected of expatriates and consider the three (3) sets of capabilities, which should be considered, in addition to the specific functional skills required…
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