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HRL314 International Human Resource Management Business Essay (Essay Sample)


1. The summative assessment for this module is an individual report which is worth 100% of the module. The submission is by Moodle, and the deadline is 15.00, 12th January 2021.
2. Word length is 3500-4000 words (there is no 10% leeway). State the number of words on the assignment. Anything above 4000 words will not be marked. This may affect the quality of your work. Remember that the report requires a title page, table of contents and references, but they are not included in the word-count.
3. You must reference all your work using Harvard format. For guidance on Harvard http://ilsselfhelp(dot)plymouth(dot)ac(dot)uk/novo/default.asp?id=512&Lang=1&SID http://plymouth(dot)libguides(dot)com/referencing.
Choose two countries (Country A and Country B)
Country A is the Parent Country of a developing Multinational Corporation (MNC) with minimal experience of employing and managing workers across borders and which is now considering expanding into Country B, the Host Country. You are an International HR Consultant and you have been commissioned by the HRM Director of the MNC in Country A, to research and write a report which achieves the following aims:
1) To compare the cultural and institutional differences of the two chosen countries.
2) To raise awareness of what may be the consequences of your analysis with regard to the preferred choices for International HRM policies and practices.
The report should be divided into the following sections. The % is an indication of the approximate weighting for the word count required in each section.

- INTRODUCTION (10%) - Introduce the concepts of IHRM and Comparative HRM. Explain/justify the significance of this report to the successful future of this MNC.
- SECTION 1 (20%) - CULTURAL COMPARISON AND ANALYSIS - Discuss the cultural similarities and differences of country A and B, and explore the significance of these differences for the choice of HRM policies and practices. Use relevant cultural theories and frameworks to inform your analysis (for example, Hall (2000), Hofstede (1980, 2001), Schwartz (1994, 1999) and the Globe Project (2002). Undertake some individual research on your chosen countries and use these studies to present the key insights.
- SECTION 2 (20%) - INSTITUTIONAL COMPARISON AND ANALYSIS - Discuss the institutional similarities and differences of country A and B and explore the significance of these differences for the choice of HRM policies and practices. Use relevant models from the Comparative Capitalism literature (e.g. Hall and Soskice 2001) and/or the Business Systems literature (e.g. Brookes et al 2005).
- SECTION 3 (30%) – INTERNATIONAL HRM - Discuss the importance of Country A’s attitudes to internationalization (Perlmutter 1969, Heenan and Perlmutter 1979) with respect to the staffing of the MNC in Country B. Consider the advantages and disadvantages of using PCNs, HCNs or TCNs in this MNC. Critically evaluate the gaps between the aspirations of corporate social responsibility in Country A and the actual practices in many MNCs and their Global Value Chains (GVCs).
- CONCLUSION AND RECOMMENDATIONS (20%) - Summarize the findings of the report, and then, using these findings to inform a list of at least 5 recommendations to the HRM Director of Country A on the HRM implications of the proposed expansion into Country B.


International Human Resource Management
Due Date
International Human Resource Management
Table of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc60882372 \h 2Globalization PAGEREF _Toc60882373 \h 2Cultural comparison and analysis PAGEREF _Toc60882374 \h 3Institutional comparison and analysis PAGEREF _Toc60882375 \h 4International Human Resource Management PAGEREF _Toc60882376 \h 6Comparative Human Resource Management PAGEREF _Toc60882377 \h 7Conclusion PAGEREF _Toc60882378 \h 8Recommendations PAGEREF _Toc60882379 \h 8References PAGEREF _Toc60882380 \h 10
International Human Resource Management
Human resource management (HRM) is a domain within an organization that focuses on managing human resources. The sole responsibility of HRM is to ensure the improvement of an organization’s performance by utilizing effective management of the workforce. The various activities of the HRM entail job description, planning as well as recruitment of employees. Further, strategic human resource management requires the merger of the corporate strategy with the HRM strategy. However, there should be an elaborate definition of the policies that relate to HRM to realize the intended outcome (Collings et al., 2018).
The workforce in any organization represents one of the most valuable assets that require professionalism to ensure appropriate maintenance. Such an aspect of management requires a strategic alongside a coherent approach since not all the departments’ management is concerned with the firm’s issues. The aspect of managing the workforce focuses on applied policies with a philosophical as well as ideological underpinning. The various HRM components entail beliefs, information on the management of a workforce, and involvement of the line management in shaping the company through employee relationships. The entire HRM system entails such aspects as human resource strategies, philosophies, practices, processes as well as programs. These components are basically cauterized into three groups: human resource system architecture, processes, and practices. In this case, HRM is critical since it helps organizations attain the required resource integration. The achievement of such a process calls for robust management of people as a resource. Behavior alongside the workforce’s performance depends on factors such as motivation, abilities, and role perception alongside situational contingencies. Such aspects ensure the provision of productivity necessary for the required support (Zheng, Yand & McLean, 2009). Social influence could be a combination of diverse factors that includes information, knowledge, rewards, community beliefs, and the like.

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