Contemporary Issues in Human Resource Management (HRM3704)
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University Of South Africa (Unisa)
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Contemporary Issues in Human Resource Management
HRM3704 Assignment 6 (DETAILED ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED Answers, guidelines, workings and references ,... Question 1 [17]
Read the following case study and then answer questions 1.1 and 1.2
KOYO
KOYO is one of the world�...
HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024
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Contemporary Issues in Human Resource Management (HRM3704)
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HRM3704
Assignment 6 Semester 2 2024
Unique #:367713
Due Date: 31 October 2024
Detailed solutions, explanations, workings
and references.
+27 81 278 3372
, QUESTION 1
1.1 How KOYO Managed International Transfers of Employees
KOYO, as a global organization, demonstrates a strategic approach to
international employee transfers by employing various transfer models to meet its
operational needs. The case study highlights three different scenarios for
international transfers, each bringing unique advantages to KOYO as a company
operating in diverse markets.
1. Intra-Regional Transfer for the Computer Engineer Position:
For the computer engineer position, KOYO opted to bring someone from its
headquarters in Europe who was already working in the Middle West region. This
decision reflects the use of an intra-regional transfer, where a highly skilled
employee from the parent company is moved to a foreign subsidiary. This
approach has two key advantages:
Consistency in Organizational Culture and Knowledge Transfer: Bringing in
someone from the headquarters ensures that the employee is already well-
versed in KOYO’s corporate culture, work ethics, and internal processes.
This enhances consistency across the organization and facilitates the
seamless transfer of knowledge and best practices from the headquarters
to the subsidiary.
Lower Relocation Costs and Faster Adaptation: Since the individual is
already located in the Middle West, the costs associated with relocation
and cultural adaptation are reduced. This allows for quicker integration into
the new position, as the employee is familiar with the host region’s
environment, including any regulatory or operational differences.
2. Regional Transfer for the Programmer Position:
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