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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)
, To address the questions regarding the KOYO case study, let's
break down each question and provide a thorough analysis.
1.1 Managing International Transfers of Employees
Management of International Transfers
KOYO, as an international organization, managed its
international employee transfers through strategic recruitment
from various geographic locations based on the specific needs
of their subsidiaries. In this case, the organization opted for a
mix of expatriates and local hires for key positions,
demonstrating a balanced approach to human resource
allocation.
1. Transfer of an Employee from Headquarters (Computer
Engineer)
o Advantage 1: Knowledge Transfer
By bringing in an employee from the headquarters,
KOYO ensures the transfer of organizational
knowledge, standards, and best practices to the
subsidiary. This helps maintain consistency in
operations and aligns the subsidiary with the
company’s overarching goals.
o Advantage 2: Cultural Integration
An employee from the headquarters is likely to
embody the corporate culture of KOYO, facilitating
smoother integration into the subsidiary's operations
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