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Global Business Environment Quiz
- How does international HRM for nonmanagerial employees differ from that for managerial employees? Give an example in one company.
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- 1) Human resource management strategy is not only for the organizations development rather itsmain focus is to attain both positive attitudinal and behavioral employee outcomes. Justify thisstatement in the context of labor oriented (RMG Industry) organizations in Bangladesh. 2) Discretionary behavior can be positive and negative. Do you agree with this statement? Justify considering discretionary behavior as the outcomes of HRM practices.Reasons why researcher chooses to focus on explore impact of AI in HRM functions across Asia?which approach of HRM will be adopted in china? Is it hybrid, unique, or western approach? Why?
- International HRM differs from domestic HRM in a number of ways. Discuss how businesses can overcome this complexity.As a newly appointed Human Resources Director of a large multi-national enterprise, youhave been asked to prepare a new human resources management (HRM) policy for thewhole organisation. Some senior managers and other colleagues have criticized the currenthuman resources and employment policy as “too ethnocentric”. Discuss the possiblealternatives to the “ethnocentric approach” to HRM and state which approach you wouldrecommend to be adopted in the new global HRM policy.What is the difference beween Domestic and Global Implications in HRM? give explanation
- What is the relationship between HRM and International HRM? Is a good practice of the host country's HRM a prerequisite for a good international HRM, and why?Which group represents external factors that affect HRM?Select one: a. Presence of unionized workers, market competition and workplace demographics b. Legislation, market competition, workplace demographics c. Corporate culture and values, market competition presence of unionized workers d. Leadership, market competition, workplace demographicsHow do you get your data and informations to explore impact of AI in HRM functions across Asia? Eviden