MAN 2300 MAN2300 International Human Resource Management – Everest College
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MAN 2300 MAN2300 International Human Resource Management – Everest College
International Human Resource Management
Introduction
International human resources management (IHRM) may be defined as the total knowledge, skills, innovative abilities, and aptitudes of an organization’s workforce, as well as the attitudes, values, and beliefs of the individuals involved in the affairs of the organization.
It is the heart and soul of business’s or organization’s success
Description
MAN 2300 MAN2300 International Human Resource Management – Everest College
International Human Resource Management
Introduction
International human resources management (IHRM) may be defined as the total knowledge, skills, innovative abilities, and aptitudes of an organization’s workforce, as well as the attitudes, values, and beliefs of the individuals involved in the affairs of the organization.
It is the heart and soul of business’s or organization’s success. According to Think+Up, “Human resource management is a business function focusing on the staffing needs and responsibilities of a company.
Because employees are often the largest business asset in a company, companies may spend copious amounts of time and effort evaluating their human resource management systems”.
In today’s organizations, to guarantee their viability and ability to contribute, IHRM managers need to think of themselves as strategic partners. In this role, the IHRM person contributes to the development of and the accomplishment of the organization’s business planand objectives.
The IHRM business objectives are established to support the attainment of theoverall strategic business plan and objectives. The tactical IHRM representative is deeply knowledgeable about the design of work systems in which people succeed and contribute.
This strategic partnership impacts IHRM services such as the design of work positions hiring,reward, recognition and strategic pay, performance development, appraisal systems, career and succession planning, and employee development (Heathfield, n.d.).
The globalization of human resource management has increased, to some extent, the traditional scope of IHRM.
Today, IHRM professionals do not only manage people from theirhome country national (HCN), but are involved in managing sister companies with different nationalities such parent country national (PCN), and third country national (TCN).
One would tend to think that human resource management in one country would be much like it isin another country. There are similarities in the human resource function from one country to another, however, due to cultural differences; the human resource functions can also be quite different.
More importantly, HRM professionals abroad would face a new challenge-an uphillbattle with a diverse cross-cultural workforce that they are not yet familiar with.
With that being said, this report will compare and contrast laws and regulations, HRM policies and practices, and the likely effects of and the characteristics of the HR department/function of Sweet”N”Treat Confectionary, which is considering opening new production facility in Lagos, Nigeria and Mombasa, Kenya.
To gain a better understanding, a firm grasp of the casestudy, the discussion will be as follows: introduction of each country along with a short history, the political system, legal obligations, labor and management relations, cultural dimension, religion, tribalism, language, nepotism, corruption, and salary levels expected by host nationals.
MAN 2300 MAN2300 International Human Resource Management – Everest College
MAN 2300 Introduction to Human Resources School: Everest University: Tampa (Everest College) *Professor:Quin Jones, LarrySimpson, VeronicaAllenBroadnax, Pat… Documents (109) Q&A (4) Textbook Exercises Introduction to
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MAN 2300 MAN2300 International Human Resource Management – Everest College
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MAN 2300 MAN2300 International Human Resource Management – Everest College
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Of the numerous federal laws (i.e. Acts) passed pertaining to labor relations, which one(s) do you feel had the biggest impact in our labor relations today, 1 2 3 4 5 Outcomes and Objectives Explain the basic components of performance appraisal and compensation/benefit packages. a. Identify the components of an effective 1 2 3 4 5
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