Compare IHRM Strategies Writing Assignment Paper

IHRM Orientations
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Institution
IHRM orientations represent an organization actions and philosophy for coordinating its activities for managerial and technical employees. The IHRM orientations include ethnocentric, polycentric, regiocentric, and global. The ethnocentric orientation is the components of HRM for admnistrators and technical employees ensue the parent organization’s home country methods of HRM. Polycentric orientation on the hand is where companies treat each country level organization in a separate manner for reasons of HRM (Mcgee, 2016). Regiocentric orientation is where adoption of region-wide policies of HRM takes place. Organizations with polycentric and regiocentric orientations are more responsive to the host country distinctions in methods of HRM. The two orientations share a similarity because they both stress adaptation to cultural distinctions among countries. However, they share a difference because a polycentric organization orientation adapts practices of IHRM to countries while a regiocentric organization adapts practices of IHRM to regions. Finally, the global orientation is where companies assign its excellent managers to international assignments despite their nationality. Ethnocentric orientation can support a multinational strategy by aiding the strategy to be implemented by ease because it makes it possible for key decisions to be centralized (Cullen, & Parboteeah, 2008). Polycentric and regiocentric orientations can support a multinational strategy by lowering the training expenses that will be needed during the implementation of the strategy. A global orientation can support a multinational strategy...