Scenario: As a newly appointed Human Resources Director of a large multi-national enterprise, you have been asked to prepare a new human resource management (HRM) policy for the whole organisation. 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 to be adopted in the new global HRM policy. Answer this question in not more than 700 words.
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Scenario: As a newly appointed Human Resources Director of a large multi-national enterprise, you have been asked to prepare a new human resource management (HRM) policy for the whole organisation. 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 to be adopted in the new global HRM policy. Answer this question in not more than 700 words.
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- 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…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).Question 13 Maria was sent by her company from its headquarters in Plymouth, MI to Berlin because the Managing Director of the German operation unexpectedly resigned. There were no local managers who had the experience to take over, at least in the short term. Based on our class learning, this is an example of: A. Ethnocentrism. B. A demand driven expatriate assignment. C. A learning driven expatriate assignment. D. Weak global talent management. Question 14 Giving and receiving feedback is different across cultures, and can be difficult to decipher. Which of the following statements is true? A. Some high context cultures give indirect feedback others give direct feedback. B. High context cultures give predominantly indirect feedback. C. High context cultures give predominantly direct feedback. D. Low context cultures give only direct feedback. Question 15 Jose is attempting to resolve a cross-cultural ethical conflict with one of his counterparts in another country. The approach…
- 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…Discuss six human resource challenges pertaining to global/international assignments during covid-19 pandemic. Critically elaborate each challenge and provide real examples by international firms on expatriate management during/post pandemic. Note: Need 2000 words. Please do not give a copy paste answer, and please cite your reference properly. Example of HR challenges that can be elaborated are: cost implication (cost of assignments, accommodations, tax, medical treatment) compensation package (allowances, hardship/cola) tax or compliance issues (travel restrictions, visa issues etc) Employee relations (communication/well-being/support/mental health) Safety and health (increase of health insurance) Culture and language barrier (difficulty to read and understand local SOPs) Others (personal/family/dependent matters)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.
- International Human Resource Management (IHRM) Please answer the following 3 multiple choice questions. Please double check your answers ! Thank you. 1. HR practitioner must manage and assist certain HR related issues for addressing the challenges and practical realities of Merger & acquisition which include all of the followings except : A. Developing new compensation strategy B. Retention of key talented employees C. Creating new policies to guidelines for the new organization D. None 2. An international compensation package is designed with the basic objective of keeping the expatriate whole, this is called as: A. A balance sheet approach B. A going rate approach C. A good idea D. An off-balance sheet approach 3. HR plays several roles in the organization through active policy and procedure. But the most essential purpose of HR policy is to : A. Guide the employees in preventing a disputes and lockout B. Assist workers in solving their workplace problems C.…A. Watch the Pilot Episode of Superstore and other episodes from season 4 (episodes: 18, 20, 21, 22) and season 6 (episodes: 1, 4, 11 and 15) and make notes, paying particular attention to the team dynamics, workforce skill and knowledge and joining a trade union, dealing with the pandemic and technological changes. B. Answer all the questions that follow and make sure to consult your rubric to ensure you fulfil the expectations of the task. C. Reference is necessary as some areas will require research. 1. Provide a brief summary of any of the episode(s) you have wateched. Identify the main characters and the main theme of that episode. Be sure to create an awareness of the central point of that episode(s). 2. Critically evaluate the following themes (make use of the series, textbook and any additional resources):• Team dynamics OR Conflict management• Human Resources (workforce skill, knowledge, activities, etc.)• Industrial Relations (employee rights, working conditions, joining a…Part I : What are some of the considerations to keep in mind concering the values that the different cultures have on food eating, the social behaviors to be sensitive to regarding employees and customers, the training required, the work attitudes and any ethical standards that you would like to impart? Are the attitudes in the countries individualistic or collective? Part II :If you were to send your top manger to these countries what type of cultural shock should they expect? How would you help them alleviate this stress? Part III: In many countries “expeditors” can help you cut through layers of bureaucracy so that you can get your business done or done faster. Expeditors are normally paid for what they do and they ask you to help finance others that will move your business request through the system faster. The methods that are being used could ultimately be illegal or maybe not. 1.) If your mangers needed to be asked would you seek out an expeditor if the methods in…
- Scenario: You are an HR manager of a company that since its inception has only operated locally. In a recent meeting, your boss informed you that the company is planning to go global in the next 1 to 2 years. She would like an introduction from you on HR-related issues for a global operation. Analyze repatriation policies that will attract and retain global talent.Question 1: The reputed company of Karachi has a minority inclusion program in place and has hired several employees who are part of minority groups. Working relationships between some of the minority employees and some white employees of longer tenure have not functioned as well as they could. As a leader of the company what diversity management strategies you will make to address this situation?Question 2: As a manager of a marketing company located in Karachi, how will you measure the job satisfaction level of your team members? What outcomes do job satisfaction influence? What implications does this have for management?Scenario:1 The challenges faced by minorities and women include the pressure to conform to the organization’s culture, high penalties for mistakes, and tokenism. The effort of including a token employee to a workforce is usually intended to create the impression of social inclusiveness and diversity (racial, religious, etc.) in order to prevent claims of social discrimination. “Token” employees are given either very high or very low visibility in the organization” Q1. What is Tokenism? Q2. Is it a barrier for women and minorities? Why, give reason? Scenario:2 Ms. Amina is a legal secretary who has worked at an organization with powerful male boss for twenty years. She knows that there are no opportunities for advancement she decides to retire. She can always depend on her gender to secure another secretarial position, because nobody wants to hire a male secretary. In her opinion, even when women can secure jobs of a slightly higher caliber, there are typically jobs that don’t lead to…