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HRM3704 Semester 2 Assignment 6 2024 SOLUTIONS
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HRM3704 Assignment 6 Semester 2 2024 (367713) - DUE 31 October 2024 .... 100% TRUSTED workings with detailed answers.
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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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HRM3704ASSIGNMENT 6 SEMESTER 2 2024
DUE DATE: 31 OCTOBER 2024
Question 1.1
KOYO’s approach to managing international employee transfers is integral to
international human resource management (IHRM). The company employs three
distinct strategies:
1. Expatriation (Bringing an expert from the headquarters): They transferred an
employee from their European headquarters to the Midwest.
o Advantages:
Knowledge transfer: Expatriates contribute valuable expertise and
specialized knowledge from headquarters, enhancing the efficiency
and technical capabilities of the subsidiary.
Alignment with organizational culture: An expatriate who is well-
versed in the company’s core values and policies can ensure
consistent operations across different subsidiaries.
2. Hiring from the region (Programmer): They recruited an employee from the
same geographical area as the host country.
o Advantages:
Cost-effectiveness: Hiring locally reduces the expenses
associated with relocating employees and provides insight from
individuals who understand the local culture.
Market familiarity: Regional hires often possess in-depth
knowledge of local market dynamics, regulations, and customer
expectations.
3. Local hiring (Networking specialist): They engaged a local employee for a
temporary position.
o Advantages:
, Understanding of the local market: Local hires are adept at
navigating the market, customs, and consumer preferences,
making them effective in roles that necessitate local expertise.
Flexibility and cost savings: Hiring a local employee on a short-
term basis eliminates expenses tied to international relocations,
such as relocation fees and visa processes.
Question 1.2
There are ongoing academic discussions regarding comparative HRM (CHRM) and
international HRM (IHRM). While CHRM emphasizes the comparison of HR practices
across various countries and contexts, IHRM is concerned with managing human
resources in multinational organizations like KOYO.
IHRM involves overseeing employees in multiple countries, adhering to global
labor standards, and facilitating employee transfers across borders. In the case
of KOYO, transferring experts (such as expatriates and local hires) exemplifies
typical IHRM practices.
CHRM evaluates how diverse legal, cultural, and social factors influence HR
practices. The recruitment of local and regional employees reflects KOYO’s
adaptation of its HR strategy to align with the local context, acknowledging the
need for local expertise and the benefits of understanding regional dynamics.
Question 2.1
Ethical Decision-Making Frameworks:
1. Utilitarianism: This ethical framework emphasizes achieving the greatest good
for the largest number.
o Application: Tebza might rationalize accepting the bribe under utilitarian
principles, believing that hiring Zwelibi could benefit his family and assist
Zwelibi in securing employment. However, this choice would ultimately
undermine the integrity of the recruitment process and harm the company.
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