Strategic Human Resource Management And Employment Relations An International Perspective 1st Edition A. Malik - Solutions

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How is the research of Trompenaars and Hampden-Turner similar to or different from that of Hofstede?
What do you consider to be the most important factors of culture in terms of their impact on business?
Are national cultures converging or diverging?
What are the most important difficulties in conducting research on IHRM that stem from differences in national cultures and languages?
The experiences of Barden, a precision ball-bearing manufacturer based in Danbury, Connecticut, illustrate how workforce planning has become a global activity even for a local firm. In the late 1980s, Barden had an opportunity to significantly increase its business. In order to achieve this, it
Value Partners, headquartered in Milan, Italy, and recognized as one of the major European management consulting firms with approximately 150 professionals working in seven offices in three continents and with clients in over 50 countries, was founded in 1993 by former partners of the Italian
Why are local employment laws important to IHRM? Are some laws more important than others? If so, which ones?
Why are international employment standards important to IHRM? Are some standards more important than others? If so, which ones?
Which employment laws and standards are most important for MNEs to pay attention to? Why?
Choose an employment-related HR ethical dilemma and analyze its ethical dimensions, including recommendations on how HR should deal with it.
What are sustainable HR practices and how do they affect employees?
How can HR discover the sustainability sweet spot(s) of an organization when it comes to employment relations?
How do the various labor standards promulgated by international organizations affect the MNE? What is the nature of their impact?
How do European Union directives (such as those developed in the area of HR)impact member states and MNEs?
How is the labor movement evolving as a response to increased globalization?
What are non-union workers’ representations? Do you think we will see more of these types of representations in the future?
Ford Motor Company manufactures cars, trucks, and parts in 30 countries, with approximately 190,000 employees worldwide. It negotiates contracts with different unions in every country where it manufactures except six (where there are no unions). In some countries, such as Italy, it must also
Why is planning and forecasting a global workforce so difficult?
Why are so many countries bothered by their “brain drains”?
If you are given the opportunity in your next job to go on an extended foreign assignment, what types of support programs would you expect or ask for? If you are working in IHRM, what policies or practices would you create to deal with foreign assignments?
What are the trends over the next ten years in global staffing for many MNEs?
In the new world of a global workforce and firms’ foci on global talent management, multinational firms are tapping more “third-country” nationals for overseas posts. The increase in operations in emerging markets, the high costs of traditional international assignments, and shortages of
If you are given the opportunity in your next job to go on an extended foreign assignment, what types of support programs would you expect or ask for?
If you ever have the responsibility to select an associate for a foreign assignment, how would you go about doing that and what characteristics would you look for to ensure success?
What do you think is the most significant challenge for IHRM in managing international assignees? Why?
It used to be necessary to bring workers to where the work was. But with the advent of the World Wide Web, the Internet, and mobile phones and video conferencing technologies such as Zoom, Cisco Webex Meetings, Microsoft Teams, and Google Meet, and the global communication they make possible, it is
What are the major issues related to international T&D?
How can the effectiveness of global virtual teams be improved?
How can global leadership be developed?
How does one acquire a global mindset?
What is the role of cross-cultural preparation in international assignment management?
How can MNEs overcome barriers for knowledge sharing across borders?
Malawi was once a British colony – but is now a relatively small (population of about 21 million) but independent country in Central Africa. Thus, it inherited a British administrative tradition, which is very Western and very bureaucratic. And thus, it also benefits from significant investment
What is the difference between global remuneration and international assignment compensation?
What are the major issues related to the effectiveness of global remuneration plans?
How are equity compensation plans affected when used as incentive compensation with employees from different countries in an MNE?
What are common international assignment management compensation systems, what are advantages and disadvantages of each system, and when are they used most appropriately?
What different tax approaches can be used by MNEs for international assignment compensation?
Expanding the international workforce to include non-parent-country employees has brought increased capabilities and decreased costs – along with a new set of compensation problems. For example, the director of international HR for a large multinational IT company faced just such a dilemma: It
What are the tensions between standardization and localization of the performance management system of the MNE?
How does the international character of the MNE impact the design of the performance management system?
How does the international character of the MNE impact the implementation of the performance management system?
How does the international character of the MNE impact the evaluation of the performance management system?
What are the major issues involved in performance management of international assignees?
Richard Evans, Managing Director of Siam Chemicals Company (SCC) in Thailand, a division of Chimique Helvétique Ltd (CHL), a Swiss chemicals group headquartered in Basle, had only been in his position for 18 months. But dealing with the evaluation of Mr. Somsak, one of his local mainstays, was
What makes managing employee health and safety programs around the world so difficult?
Why have family-friendly and work-life balance programs become so important?
Describe the kinds of health, safety, and security problems that international employees encounter and design a crisis management program to deal with them.
Why is designing and implementing a global human resource information system so difficult? What kinds of problems need to be overcome?
What are the major differences between macro- and micro-regions?
Moving to a performance based HRM system seems to be an issue in many regions and countries such as Asia-Pacific and Europe. What are some of the barriers organizations can face when trying to move to a performance based HRM system?
It seems that some countries like China may be developing “hybrid HRM systems.”What are some of the advantages and disadvantages of the hybrid HRM system?
In many regions and countries, governments face pressures to increase the age when a person can retire. What are major implications for raising the retirement age from:a) a MNE’s perspective? andb) the HRM manager’s perspective?
Which challenges to IHRM do you think are the most important? Why?
How can HR managers develop the high level of competency in IHRM needed to meet these challenges?
In what ways can an MNE improve or change its approach to IHRM?
What actions would you suggest to HR managers in order to increase their professionalism and competency in handling global HR issues?
OBI, the third largest DIY retailer in Europe and fourth largest in the world, operates about 668 stores in 13 European countries (as of late 2018), was founded in Germany in 1970, and expanded rapidly into other European markets in the 1990s and 2000s. As happens with internationalization in most
Define the terms strategy, HRM and strategic HRM
Describe the dominant approaches to strategy
Identify the key goals of HRM
Examine and analyse the relationship between strategy and HRM
Analyse the key forces impacting an industry
Discuss how an organisation’s competitive strategy might impact its functional HR strategy?
What are the key challenges in adopting a strategic approach to HRM?
Is Porter’s industry analysis sufficient for exercising strategic choices? Why? Why not?
Differentiate between the best-practice and best-fit school of SHRM
Identify the key types of fit in strategic HRM
Evaluate the key tenets of best-fit and best-practice schools
Apply the concepts of integration and fit to SHRM practices
As an HR practitioner, how would you carry out a strategic analysis from an HR perspective?
Analyse three influences on a firm’s contextual environment. How are such influences likely to impact the strategic HR choices it may want to exercise?
Identify three examples of poor horizontal fit in HRM. What might be the common reasons for it?
Define the terms competencies, capabilities and sustained competitive advantage
Define the key elements of the VRIO framework
Analyse how resources can be the basis for sustained competitive advantage
Evaluate the role of SHRM practices in applying VRIO
Competing at a professional level requires you to offer something that is distinctive, inimitable and rare. Can you identify any aspects of your personal HR competency(ies) and capability(ies) that provide you with an advantage? If so, how might you try and apply these to a business setting?
Thinking about your organisation’s resources and capabilities, analyse and identify the resources that are rare, valuable, inimitable and organised in a way that allows your firm a source of competitive advantage. What barriers do you think might preserve such an advantage?
Thinking about your organisation’s resources and capabilities, analyse and identify the resources that is neither rare, nor valuable and are organised in a way that allows imitation and is a cause of competitive parity or disadvantage.What investments or acquisition of new resources might offer
Analyse the impact of institutional mechanisms in shaping SHRM & ER practices
Analyse the limits of institutional theory in developing differentiation
Examine and analyse the relationship between institutional fit and SHRM & ER
Explain the concepts of leeway, strategic choice and human agency as applied to the concepts covered in institutional theory.
What are the key influences of various contextual factors in shaping HRM and ER practices in organisations?
What are the different choices of fit typically available to HR practitioners and managers in overcoming institutional isomorphism?
Apply the concept of strategic choice to the study and practice of SHRM & ER
Identify the common strategic choice options and its impact on SHRM & ER
Analyse the role of HRM and ER in post-merger integration
Critically evaluate the contribution of SHRM in M&A contexts
Explain how strategic choices impact the nature and extent of HRM practices.
What HRM skills are necessary for realising value while exercising strategic choice in relation to mergers and acquisitions?
In a M&A context, discuss whether the use of a common language at the target firm by the bidder firm is a better strategy for ensuring a successful post-merger integration.
Differentiate between commonly used ethical frameworks
Compare and contrast the core competencies required of an HR practitioner in different national contexts
Explain the concept of moral intensity
Analyse the sources of conflict and dilemmas that HR practitioners are confronted with from an ethical viewpoint
Explain what is meant by the term business ethics as applied to the study and practice of HRM & ER.
Identify an ethical dilemma for each of the following HRM practices and comment how you would resolve each of the identified ethical dilemmas:1. Performance Management 2. Training and Development 3. Workplace Change
Comment on the effectiveness of the use of a professional code of conduct by HR professional body organisations. In your view, do members of these institutions see this as a requirement for upholding professional ethics or an unnecessary impost?

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Strategic Human Resource Management And Employment Relations An International Perspective 1st Edition A. Malik - Solutions

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