Contemporary Issues in Human Resource Management (HRM3704)
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University Of South Africa (Unisa)
Boek
Contemporary Issues in Human Resource Management
HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 (367713) - DUE 31 October 2024; 100% TRUSTED Complete, trusted solutions and explanations. For assistance, Whats-App 0.6.7-1.7.1-1.7.3.9. Ensure your success with us... Question 1 [17]
Read the following case study and then answer questions 1...
HRM3701 OCTOBER NOVEMBER PORTFOLIO (COMPLETE ANSWERS) Semester 2 2024 (785623) - DUE 28 October 2024 Course Applied Human Resource Management Competencies (HRM3701)
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
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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:
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is” without
any representations or warranties, express or implied. The author assumes no liability as a result of
reliance and use of the contents of this document. This document is to be used for comparison, research
and reference purposes ONLY. No part of this document may be reproduced, resold or transmitted in any
form or by any means.
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