Week 5 Discussion I need help with this question below, I need a 400-word summar

Question

Week 5 Discussion

I need help with this question below, I need a 400-word summary for each question including an introduction, body, examples, conclusion and 2-4 references, thank you?

Please create a new thread and respond to each of the following questions in a single post answering each question individually:

What are the issues of standardization and localization in general for MNEs and how do they particularly manifest themselves in IHRM activities?

What are the stages a firm typically goes through as it grows internationally and how does each stage affect the HR function?

Country of origin can strongly influence a firm's approach to organizational structure. As MNEs from China and India internationalize, to what extent are they likely to differ from that observed for Japanese, European and US MNEs?

List each heading to you know when the criteria are met in APA Format with 2 references.

Global and international courses must use current resources - 2009 to current - as the global community is ever evolving.

Explanation / Answer

1. In general, the MNEs are faced with the issues of creating a balance between the several human resource management factors while facing the decisions of standardization and localization. The factors include the size of the business firm, corporate and business strategies to be adopted by the firm and maturity. The corporate culture of the company also needs to be adjusted as per the standardization policies. Standardization of HR policies throughout the workforce is not possible due to the change in local environment and cultures. However, the companies can standardize their HR practices for the management level across various countries. Standardization of various elements of business can be done but the policies need to be adjusted as per the local needs.

Culture has a huge impact on the localization of IHRM activities of a firm. It plays a crucial role in establishing the factors affecting commitment and job satisfaction level of employees. For example, employee from countries valuing social relationships would require intrinsic as well as extrinsic rewards for motivation. However, the employees from individualistic cultural background would prefer extrinsic motivational factors. In addition to it, the institutional norms and values of a country also impacts the HR practices of an organization. Recruitment, selection, training and development and performance appraisal functions of HR would also vary as per the culture and norms of a country.

2. When a firm grows internationally, then it goes through various stages and HR plays different role in each of the stages. When a firm starts growing its business outside the country’s borders, it goes for exporting the products. In this strategy, the products are manufactured locally and then get exported to other countries through the distributors or agents. HR does not have a significant role in this market entry mode.

After it, the company would establish a sales subsidiary in the foreign country to increase its control over distribution of products. In this case, HR department would help in selecting and training the expatriates who would be responsible for regulating the operations in sales subsidiary.

The company would eventually establish its subsidiary in the foreign country that would resemble the operations of the domestic firm. In this case, the HR department needs to play a crucial role in staffing, training, development, performance appraisal, as well as other functions.

Source: International human resource management, by Dowling, Festing and Engle.

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