Contemporary Issues in Human Resource Management (HRM3704)
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HRM3704 Assignment 6 Semester 2 2024 | Due 31 October 2024
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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 Semester 2 2024 | Due 31 October 2024. All questions answered. Question 1
1. 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, ...
Accurate Referenced Answers for HRM3704 Assignment 2 Semester 2 2023
HRM3704 Assignment 2 (Answers) Semester 2 2023 (Refences Harvard Style with Reference List included)
Answers for HRM3704 Assignment 2 Semester 2 2023 (Referencing Harvard Style and Reference list provided)
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Contemporary Issues in Human Resource Management (HRM3704)
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Question 1
1. 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.
KOYO, as a major international computer manufacturer, used a strategic approach to manage
employee transfers across its subsidiaries. For its subsidiary in the Middle West, KOYO employed
three distinct staffing strategies for three expert positions in computer engineering, programming,
and networking, each with unique benefits to suit the subsidiary's needs and local conditions.
Computer Engineer Position - Transfer of an Employee from European Headquarters (already
familiar with host country)
Approach: KOYO transferred an employee from its European headquarters who was already
familiar with the host country.
Advantages:
Organizational Familiarity: The transferred employee already understands KOYO's
corporate culture, policies, and procedures, ensuring smoother integration and consistency
in operations.
Established Networks: This employee brings an internal network of contacts within the
company, facilitating quick access to resources and knowledge-sharing across departments,
which can improve team collaboration and efficiency.
Programmer Position - Regional Transfer from Same Region as Host Country (Regiocentric
Approach)
Approach: KOYO sourced a programmer from the same region as the host country.
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