1. CASE - Designing an effective Training program for MediaTek Corporation MediaTek Corporation, one of the leading companies in Taiwan, located on the continent of East Asia, has asked you and your team to design a training programme that will assist them in addressing low employee engagement in their four departments. Several attempts to increase employee engagement have been ineffective or have had a lesser impact than anticipated. This has resulted in low job performance and increased employee absenteeism. YOUR TASK (a) Explain any 4 contextual factors to be considered by you, the consultant, in such a training programme. (8) marks) (b) Why must you do a rapid evidence assessment? (3marks) (c) Outline three reasons why you must set up a steering committee? (6 marks) (d) What constitutes the Architectural Design of such a training programme? (3 marks) 2. As an IHRM Professional, you have been invited by a leading company in the industry to facilitate discussions on IHRM and digitalization. Morgan (1986) defines IHRM as including 3 broad human resource dimensions. Your Task: Briefly explain Morgan's three broad IHRM dimensions (6marks) Discuss at least four (4) positive impacts of digitalisation on the recruitment and selection of employees in Multinational organizations. (14 marks) 3. As the new head of department of your organisation, you overhead a discussion between two employees regarding the use of human resource information systems (HRIS). According to the first employee, The growing reliance on technology systems for completing human resource functions, has led to increasing concer over security breaches in employee personal information. The other employee disagrees with this view and argues that from the first recruitment of a potential employee to the final career ending exit process, strict confidentiality guidelines can be put in place when employing HRIS. Your Task. (a) Identify two (2 ) security breaches that can arise from the use of HRIS in an organization. (4marks) (b) Discuss any four (4) guidelines the IHR manager can put in place to ensure employee data security and privacy. (16 marks) Section C-Essay. Two (2) questions, answer 1 only. (20 Marks) 4. "Expatriates on international assignments play major roles that are essential to global business success". State and explain the five (5) major roles expatriates play on international assignments. (20 marks)) 5. "Effective international human resource management combines universal processes with localised concerns. a) Critically discuss this statement by providing at least, four (4) supporting arguments for EITHER the standardisation OR localization of IHRM practises in multinational organizations. (20marks) 1. CASE - Designing an effective Training program for MediaTek Corporation MediaTek Corporation, one of the leading companies in Taiwan, located on the continent of East Asia, has asked you and your team to design a training programme that will assist them in addressing low employee engagement in their four departments. Several attempts to increase employee engagement have been ineffective or have had a lesser impact than anticipated. This has resulted in low job performance and increased employee absenteeism. YOUR TASK (a) Explain any 4 contextual factors to be considered by you, the consultant, in such a training programme. (8) marks) (b) Why must you do a rapid evidence assessment? (3marks) (c) Outline three reasons why you must set up a steering committee? (6 marks) (d) What constitutes the Architectural Design of such a training programme? (3 marks) 2. As an IHRM Professional, you have been invited by a leading company in the industry to facilitate discussions on IHRM and digitalization. Morgan (1986) defines IHRM as including 3 broad human resource dimensions. Your Task: Briefly explain Morgan's three broad IHRM dimensions (6marks) Discuss at least four (4) positive impacts of digitalisation on the recruitment and selection of employees in Multinational organizations. (14 marks) 3. As the new head of department of your organisation, you overhead a discussion between two employees regarding the use of human resource information systems (HRIS). According to the first employee, The growing reliance on technology systems for completing human resource functions, has led to increasing concer over security breaches in employee personal information. The other employee disagrees with this view and argues that from the first recruitment of a potential employee to the final career ending exit process, strict confidentiality guidelines can be put in place when employing HRIS. Your Task. (a) Identify two (2 ) security breaches that can arise from the use of HRIS in an organization. (4marks) (b) Discuss any four (4) guidelines the IHR manager can put in place to ensure employee data security and privacy. (16 marks) Section C-Essay. Two (2) questions, answer 1 only. (20 Marks) 4. "Expatriates on international assignments play major roles that are essential to global business success". State and explain the five (5) major roles expatriates play on international assignments. (20 marks)) 5. "Effective international human resource management combines universal processes with localised concerns. a) Critically discuss this statement by providing at least, four (4) supporting arguments for EITHER the standardisation OR localization of IHRM practises in multinational organizations. (20marks)