Question Paper On International Human Resource Management

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Cultural adjustment: How they adapt to cultural norm, knowledge of cultural differences and local approach adjustment is also critical.

If the family cannot adapt well affect emotion cannot perform well Is the most important factor in performance measure for expats as unsuccessful adjustment is likely to lead to Page 3 of 7 BUSM 4187 International Human Resources 5.

Question 3 In assessing the performance of an expatriate in a host country five factors should be taken into account that could make their task easier or more difficult. Which of these do you consider to be the most important to performance and why? How would you attempt to minimise the risk of failure?

Question 2 What are the most important factors in selecting an employee to send overseas as an expatriate?

Write your full name and student number on each exam booklet together with the number of exam books used. Students must not write, mark in any way any exam materials, read any other text other than the exam paper or do any calculations during reading time. All mobile phones must be switched off and placed under your desk. Training system varies between countries (existence of a vocational training system, quality and reputation of higher education institutions) affect training. Company specificities: MNE structure and strategy: global product division structure or networked organization International experience Corporate governance: refers to the mechanisms, processes and relations which corporations are controlled and directed.

You are in breach of exam conditions if it is on your person (ie. Legislation (minimum wages, union) affect remuneration. Staff availability: are there enough HCNs in the local market to work for the company? Governance structures identify the distribution of rights and responsibilities among different participants in the corporation (such as the board of directors, managers, shareholders, creditors, auditors, regulators, and other stakeholders) and includes the rules and procedures for making decisions Organizational culture Local unit specificities: Establishment method i.e. Carry out the instructions on the front cover of the exam script book and the front of this exam paper. Page 2 of 2 BUSM 4187 International Human Resources 2. BUSM4187 International Human Resources Final Examination Semester 1, 2014.By continuing to use this site, you consent to the use of cookies.We use cookies to offer you a better experience, personalize content, tailor advertising, provide social media features, and better understand the use of our services.Managers should assure that compensation package should be fair and have a clear contract on job. Another factor is the similarity of the job which expat is assigned abroad to the job he held domestically.Some multinational company had experienced failure because they assumed that expats can do the job as effectively as what they can do in the home country.IHRM practices: Selection: careful in order to avoid international failure Training and Development: training about cultural and local knowledge is very important.Compensation: consider which approach (going rate or balance sheet approach).Compensation package: Remuneration and potential career progression are important.If expectations are not met, motivation will decrease, thus, affecting performance. But expectations of behaviour may be culturally inappropriate. A manager in Indonesia has a different way to work compared to one in America.