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HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024
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HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024; 100% TRUSTED Complete, trusted solutions and explanations.
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HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024
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HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024
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,HRM3704 Assignment 6 (COMPLETE ANSWERS)Semester 2 2024 (367713) - DUE 31 October 2024;
100% TRUSTED Complete, trusted solutions and
explanations.
Question 1 [17] Read the following case study and then answer
questions 1.1 and 1.2 KOYO KOYO is one of the world’s largest
international computer manufacturers. It is based in one of the
countries in Europe, with subsidiaries worldwide. Five years
ago, one of their subsidiaries in the Middle West needed three
experts in computer engineering, programming, and
networking to come to their branch and take those positions.
The subsidiary in the Middle West decided to bring someone
from the country of the KOYO headquarters, but who was
already working in the host country to take a computer
engineer position, for the programmer position they brought in
someone who was in the same region as the host country, the
Middle West. For the position of a networking specialist, they
brought in a person from the host country only for six months.
Source: Primary lecturer,2024 1.1 Explain how KOYO as an
international organisation managed international transfers of
employees. Support your response by providing at least two
advantages that KOYO would get from each international
transfer. (13) 1.2 Critically analyse the underlying academic
debates in international human resource management (IHRM)
in terms of comparative and international HRM and refer to the
case study. (4)
, 1.1 How KOYO Managed International Transfers of Employees
and Advantages of Each
KOYO managed its international employee transfers by
employing three different strategies for filling positions within
its subsidiary in the Middle West:
1. Transferring an employee from headquarters (country of
origin) who was already in the host country for the
computer engineer position:
o Advantages:
1. Cultural familiarity: The employee already had
exposure to the host country's culture, making
adaptation easier, which can reduce the risks of
miscommunication or cultural clashes.
2. Knowledge transfer: The employee brings with
them the knowledge of the parent company’s
processes, values, and standards, ensuring better
alignment of the subsidiary with headquarters.
2. Hiring a regional employee from a neighboring country
for the programmer position:
o Advantages:
1. Cost-efficiency: Employees from neighboring
regions may require fewer relocation benefits,
making this a more cost-effective solution.
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