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MS-29 Solved Assignment

MS-29 Solved Assignment

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  • Version: 2020 July - Dec

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Soft Copy: Yes
Downloadable File: Yes
University: IGNOU
Course: Master of Business Administration

Q&A of Mba MS-29 Solved Assignment 2020 - International Human Resource Management

Q. Briefly explain the Performance Management of International Employees and discuss the challenges being faced in the effectiveness of the International Performance Management System. Give Examples.


Q. Discuss Leadership in Organisations from International Perspective and describe universalism in leadership. Are there any differences in the leadership because of cross cultural issues? Discuss.


Q. Describe and discuss the role of Trade Unions and International Industrial Relations. Give examples.


Q. Who is an expatriate? Discuss the reasons for expatriate failure and how to overcome these? Give Examples.


Q. Describe Hofstede's Frame Work of Cultural differences and discuss KluckhohnStrodtbek frame work. Explain the difference between the two. Briefly discuss the strategies for dealing with cultural differences, Giving examples.


Product Details: MS-29 Solved Assignment 2020

Course: Ignou MBA (Master of Business Administration)
Session: July - Dec 2020
Subject: International Human Resource Management

Old Sample Answer

Q. Write a note on International Human Resource Management
Answer. International Human Resource Management (IHRM) is the process of selecting, training, developing and compensating personnel in accordance with the firm's overall strategy. The aim of the HRM policies of a firm is to match people with the firm's strategy, structure and controls. We may find, for example, that the CEO and staff required to effectively manage a multi-domestic company........... Managing global human resources is an intricate task as multiculturalism and geographic dispersion of labour can pose unconventional challenges to the companies. Each global company may have to deal with employees belonging to three kinds of countries. These countries are: (i) the host country, where the company is located, (ii) the parent or home country, where...... The management of the international HRM function in a multinational firm is not an easy task. A manager charged with such a task must meet both local and corporate standards for recruitment, selection, training, performance appraisal, and compensation. The first step in meeting local and corporate standards is to understand what those standards are. As an employee in the multinational firm, an international HRM manager should be fully cognizant of corporate standards. The task then becomes one of developing a deep cognizance of national standards....... A few features of IHRM are: IHRM involves employment of the right people at the right positions, irrespective of geographic locations. It requires the development of a long-term HR plan to make sure of an effective alignment of the HR strategies with the corporate objectives. It requires the development of a diversified range of skills for employees, especially for those who need to work beyond national boundaries......... When companies employ people from both the host and home country, it may create difficulties in HR practices and compensation fixation. The HR managers may find it hard to balance the interests of the local communities and the demands of the parent-company employees......

Q. Discuss the influence of cultural factors on international human resource management.
Answer. Culture has an affect on on each and every stage of the IHRM cycle, from selection and recruitment, to feedback, evaluation, coaching, and exit interviews. You should keep in mind that people are embedded in specific national-level cultures and are influenced by and express their cultural orientation through both cognitive and motivational (what is desired) individual-level mechanisms. Every individual will be different in the degree to which areas of their culture are influential, however in general there is more similarity within cultural groups than between cultures. First, from a cognitive perspective, culturally diverse individuals learn different sets.......
Cultural differences can be found in a multitude of HRM practices, such as recruiting and selection, reward allocation policies and compensation programs, and social benefits programs. For instance, businesses in countries which culture is characterized by high uncertainty avoidance are more inclined to offer seniority-based compensation than organizations from low uncertainty avoidance cultures. Having said that, the fact that societies might, in general, exhibit a culturally-based preference for a specific group of policies or practices shouldn't be interpreted as requiring that firms adopt these practices to become effective.

What is culture shock? Answer.

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