xplain the difference between the home country-based approach and the host country- based approach to compensation.
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HOME WORK CHAPTER 11- Total Rewards & Compensation (Note: It is meant for learning purposes and not for grading on whether it is right or wrong, please assist)
15. Explain the difference between the home country-based approach and the host country- based approach to compensation.
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- 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)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.…Is it ethical for U.S. companies to lay off workers and hire foreign workers under the H-IB program? Should foreign countries restrict the hiring of foreign workers that meet their workforce requirements?
- An American automobile manufacturing company has just recruited an Italian Country Manager to oversee its operations in Europe. The Country Manager is based in Milan, Italy. What types of performance dimensions and indicators should be used to evaluate the performance of this Country Manager? What weight should be given to each dimension of performance in the overall performance evaluation of the Country Manager? What criteria should be used to determine the weighting of the various dimensions? Which compensation approach would you use to structure the compensation of the Country Manager? How would you link the performance metrics and compensation?HOME WORK CHAPTER 11- Total Rewards & Compensation 5. What are the necessary criteria for giving exempt status to an employee?Global Human ResourcesLenovo worked hard to integrate Chinese business methods with an international workforce of27,000 employees. Blending the distinctive national and organizational culture of IBM requiredhiring managers with a global mind-set and strong international background. Lenovo recruitsglobally savvy executives from other high-tech firms and hires talented graduates of topuniversities to incubate them as future company leaders. Compensation packages vary across thePage 3 of 4globe because of differences in legally mandated benefits, tax laws, cost of living, local tradition,and culture. However, Lenovo strives to have standardized benefits and allowances in theircompensation packages such as providing housing and education benefits for employees. Inappraising performance, Lenovo managers compare mutually agreed-upon objectives with actualperformance at the end of every quarter. Lenovo created a global training program that providesaccelerated development opportunities for…
- Global Human ResourcesLenovo worked hard to integrate Chinese business methods with an international workforce of27,000 employees. Blending the distinctive national and organizational culture of IBM requiredhiring managers with a global mind-set and strong international background. Lenovo recruitsglobally savvy executives from other high-tech firms and hires talented graduates of topuniversities to incubate them as future company leaders. Compensation packages vary across thePage 3 of 4globe because of differences in legally mandated benefits, tax laws, cost of living, local tradition,and culture. However, Lenovo strives to have standardized benefits and allowances in theircompensation packages such as providing housing and education benefits for employees. Inappraising performance, Lenovo managers compare mutually agreed-upon objectives with actualperformance at the end of every quarter. Lenovo created a global training program that providesaccelerated development opportunities for…As a HR manager, how would you prepare the expatriates for an international assignment? ExplainCASE: Compensating a Global WorkforceGlobal oil’s expansion of the international workforce to include non-Ghanaian employees has brought increased capabilities and talents, along with a complex set of compensation problems for the Director of International Human Resource Management (IHRM). Global oil, a Ghanaian oil drilling company has adopted a Regiocentric and Geocentric staffing policy, they, therefore, recruit foreign engineers to work alongside their Ghanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are normally given a 5-year contract after which they return to their home countries. Home country nationals are dissatisfied, an example of the type of complaint involves the differences in compensation of field engineers. Global oil has Ghanaian field engineers who are earning of 20,000Ghc. It has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn 25,000ghc for the same job. Not only do…
- In what ways can an MNE improve or change its approach to IHRM? References:Briscoe, D. R., Tarique, I., & Schuler, R. S. (2016). International human resource management: Policies and practices for multinational enterprises. New York, NY: Routledge.On which group of employees do U.S. companies rely as a pay referent when developing international compensation packages? domestic host country national third country national employees who work in Washington, D.C.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.
