International Staffing and Managers
International Staffing and Managers
BH3000: International Human Resource Management
Word count: 3,214 words*
*(excluding a list of references and in text references)
Table of Contents:
1 Introduction 3 1.1 IKEA Case Study: A brief overview 4
2 Staffing orientation: Expat vs. Local manager 4 2.1 Which style: Ethnocentric or Geocentric? 6 2.2 Case Study IKEA: Staff orientation and HR practices 7
3 The International Manager…………………………………………………………..7 3.1 Case Study IKEA: myth of international managers uncovered 9
4 Gender inequality: the barriers women face…………………………….....……….9 4.1 Gender inequality: implications for HRM 11
5 Conclusion 13
6 References 14
7 Group Log 18
Introduction
In today’s world economy, we are becoming increasingly interdependent, and businesses are competing on a global level. The on-going process of globalisation has influenced company strategies and the way they do business. In order to retain a competitive advantage, multinational companies (MNCs) have to embrace globalisation by expanding to other countries. Human Resource (HR) managers face a great challenge as a result of this, in the recruitment and management of new personnel for the subsidiaries. Since the commencement of expatriate assignments, researchers have conducted many studies on different aspects related to the expatriation in MNCs. The view of international manager transformed from myth to daily routine practices. This essay will critically evaluate HR practices based on extensive secondary research. Furthermore, it will make some conclusions and recommendation to improve HR expatriate practices, to make this experience beneficial to both the organisation and individuals. At the end of each section, practical application of human recourse management (HRM) practices will be discussed in relation to the IKEA case study.
IKEA Case Study: A brief overview
According to IKEA’s Company History the story of IKEA began in 1943 in the small
BH3000: International Human Resource Management
Word count: 3,214 words*
*(excluding a list of references and in text references)
Table of Contents:
1 Introduction 3 1.1 IKEA Case Study: A brief overview 4
2 Staffing orientation: Expat vs. Local manager 4 2.1 Which style: Ethnocentric or Geocentric? 6 2.2 Case Study IKEA: Staff orientation and HR practices 7
3 The International Manager…………………………………………………………..7 3.1 Case Study IKEA: myth of international managers uncovered 9
4 Gender inequality: the barriers women face…………………………….....……….9 4.1 Gender inequality: implications for HRM 11
5 Conclusion 13
6 References 14
7 Group Log 18
Introduction
In today’s world economy, we are becoming increasingly interdependent, and businesses are competing on a global level. The on-going process of globalisation has influenced company strategies and the way they do business. In order to retain a competitive advantage, multinational companies (MNCs) have to embrace globalisation by expanding to other countries. Human Resource (HR) managers face a great challenge as a result of this, in the recruitment and management of new personnel for the subsidiaries. Since the commencement of expatriate assignments, researchers have conducted many studies on different aspects related to the expatriation in MNCs. The view of international manager transformed from myth to daily routine practices. This essay will critically evaluate HR practices based on extensive secondary research. Furthermore, it will make some conclusions and recommendation to improve HR expatriate practices, to make this experience beneficial to both the organisation and individuals. At the end of each section, practical application of human recourse management (HRM) practices will be discussed in relation to the IKEA case study.
IKEA Case Study: A brief overview
According to IKEA’s Company History the story of IKEA began in 1943 in the small
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