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Assessment item 3 Report: Trends and Challenges of IHRM for MNCs Value: 50% Due date: 09-Oct-2017 Return date: 30-Oct-2017 Length: 2500 words (+/- 10%) Submission method options Alternative submission...

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Assessment item 3
Report: Trends and Challenges of IHRM for MNCs
Value: 50%
Due date: 09-Oct-2017
Return date: 30-Oct-2017
Length: 2500 words (+/- 10%)
Submission method options
Alternative submission method
Task
Assume that you work in a multinational corporation (MNC). As the Head of HR you have been given the task to prepare a Business Report to critically review and evaluate the current trends and challenges affecting HRM internationally. You have to critically analyse how these challenges impact on the future HRM practices for your MNC.


In answering this question you will need to:
• Identify three key trends and challenges for international HRM (e.g. technology, education, mobility etc.).
• Analyse how these three trends and challenges impact upon, and affect the HRM practices for an MNC.

Support your discussion with at least 12 academic references.

Rationale
This assessment fosters the development of communications, presentation, academic literacy, information literacy and critical thinking skills. Students will apply their learning in this subject to study a current issue in International HRM in depth, drawing on academic literature, critical reflection, and professional practice. When preparing this Report, we hope that you will be able to:

critically analyse international business activity in the context of current and emerging international HRM theory;
explain the complexity of cross-cultural differences with respect to the integration of international business activity and international human resource management practice;
reflect, contrast and critically evaluate the differences and similarities in human resource management practices among different cultures;
examine and justify criteria for selecting, preparing, managing and repatriating international managers;
compare and contrast approaches to international human resource management practice; and
critically discuss emerging issues in international business and their human resource management implications.






Marking criteria





Presentation
It is assumed that you are familiar with the conventions of report writing. For guidance, you can get help from http://student.csu.edu.au/__data/assets/pdf_file/0008/186443/reportwrtg.pdf


In terms of requirement specific to this subject, you should:

include a cover page that shows the subject code and name, your name and student number, the assignment title and number. Please include the total word count in the cover page. The word count includes everything other than the cover page and the reference list. It includes in-text citations and text included in images.
include a header showing the subject code, assignment number, your name and student number as well as page number.
use 12 point font, 1.5 line spacing, justify pagination.
do not use footnotes or endnotes.
appendices may be used but note that an appendix should contain only supplementary stand alone information that is not core to the paper. Information in appendices will not be assessed.
in-text citations and a reference list must be provided using APA style of referencing.
Upload a Word document to TURNITIN. Do not upload pdf or rtf or Pages files.
Marks will be reduced for failure to follow presentation requirements.



Requirements
As per the CSU Referencing Policy, proper referencing is required for each task. Please use the APA referencing format, which can be found at http://student.csu.edu.au/study/referencing-at-csu

You are required to use Turnitin to check for plagiarism (http://student.csu.edu.au/library/integrity/referencing-at-csu/checking) in your assessments before submission. Please provide the screen shot of your Turnitin similarity report when you submit Assessment 3. This page should be included at the very end of the report.
Answered Same DayOct 06, 2019

Solution

David answered on Nov 26 2019
60 Votes
Trends and Challenges of IHRM for MNCs
Student Code
Instructor Code
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1.0 Introduction
Most of the companies considered HRM as a strategic tool for managing the issues in a productive way. We know the fact that due to the impact of globalization and other recent trends the companies are facing different problems. With the international HRM practices, the company can able to manage the challenges in a productive way. According to the words of Thomas (2013), the companies are facing different HRM issues and challenges. It is the duty of managers to understand the challenges at right time and based on the challenges they have to create productive action plans and policies (Dupont et al 2017, p.12). We know the fact that most of the companies considered employees as the valuable resources. In order for satisfying the needs of the employees, the companies have to reframe the HR policies and practices. As per the report of Business Insider (2014), recent trends in HRM create different internal and external problems to the company. In this paper, we are analyzing the cu
ent trends and challenges affecting HRM internationally. We are also focusing in on challenges or impact on the future HRM practices of the company in a detailed way.
2.0 Body
Most of the companies are trying to introduce different IHRM policies in the organization. We know the fact that in order for implementing the HRM practices the companies have to consider different factors. According to the words of Peter (2014), the companies have to consider the recent changes in the international business and based on that the companies have to introduce specific strategies.
2.1 Key trends and challenges for international HRM
Diversified workforce
We know the fact that most companies are trying to get quality workforce for managing their operations. Due to the impact of globalization, the companies are getting workforce from different parts of the world. It is the duty of the company to consider the culture and value system followed by the employees (Wilcox et al 2016, p.15). The culture of one employee is different from others, therefore the companies have to consider specific policies for managing the diversity issues in an effective way. As per the report of Fo
es (2015), it is not easy to manage the diversified workforce, the interest and principles followed by each person are different. If we are managing the workforce effectively we will get better returns. Most of the international companies are facing different problems related to the diversified workforce (Loon et al 2016, p.31). We know the fact that in order for introducing new changes and plans the company required the support of workforce. Most of the time the companies are facing different issues related to the diversified workforce. Now we can analyze the different aspects related to the diversified workforce in a detailed way.
Leads to conflicts
The employees are from different backgrounds and follow different value systems so it leads to conflicts and other related issues. According to the words of David (2016) in the case of the diversified workforce, the managers have to implement specific policies for managing the conflicts.
Communication issues
It is not easy for the HR managers to frame effective communication strategy for the diversified workforce. The ethical principles and cultural system are different (Franco et al 2016,p.19), if we failed to develop an effective communication policy it will affect the overall performance of the organization.
We know the fact that it failed to manage the needs of the diversified workforce at right time, it will affect the overall productivity of the organization. The business organizations are trying to attract the customers by using different methods. If the customers are highly satisfied it will help the company to gain profitability. Tech and manufacturing based companies are also facing problems with diversity ( Celik et al 2016,p.234). According to the words of Ricardo Semeler (2014), the CEO of SEMCO group employees called as the prime customers of the company, it is the duty of the managers to understand their feelings and emotions at right time. We know the fact that it is the duty of the managers to treat every employee equally and manage their professional issues in an effective way. As per the report of Business Insider (2015) In the case of the diversified workforce, 51% workers are not satisfied with the opportunities and decisions are taken by the top management. Therefore we have to consider diversity in the workplace as a serious problem that affects the HRM policies and practices. The main objective of International HRM policies is to help the organization for attaining the goals and objectives. If the employees are different backgrounds it will not help the managers to initiate different activities or programs. If we are analyzing the nature of American and Japanese employees we can able to understand their work style and culture is different. As a manager, we have to understand the cultural aspects related to both cultures and introduce HR policies based on that. The...
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