Karteikarten: International HRM Strategies and Practices — 24 Karten

Terrain project — definition?

A group project applying course theory to real-world HR practice.

Critical analysis — role?

Evaluate how an international firm implements HR practices.

Group presentation — purpose?

Deliver project findings and facilitate discussion.

Exam QCM — weight?

60% of course grade, with penalty for wrong answers.

Course project — percentage?

40% of total grade.

Globalization — effect on HR?

Increases interconnectedness, affecting recruitment and development.

International HRM — scope?

HR, payroll, and talent management globally.

Morgan’s 3 dimensions — include?

Activities, countries, and employee types.

Culture — levels?

Global, national, organizational, group, individual.

Hofstede’s dimensions — number?

Six cultural traits for national comparison.

Cross-cultural management — core assumption?

Management varies by country and environment.

Institutional context of IHRM — describes?

How national norms shape HR practices.

Country-of-origin effect — what?

Home country HR practices influence subsidiaries.

Standardization — aim?

Ensure consistent HR practices worldwide.

Localization — aim?

Adapt HR to local cultural and legal context.

Global standardization — driver?

Transnational strategy and shared culture.

Localization — driver?

Cultural environment and institutional constraints.

Organizational staffing process — phases?

Planning, recruitment, selection, retention.

Ethnocentric approach — preference?

Parent-country nationals for key roles.

Coffee machine method — purpose?

Informal way to shortlist expatriate candidates.

Expat failure — types?

Premature return, under-performance, turnover.

Performance management — components?

Objectives, review, evaluation.

Expat performance factors?

Compensation, task, support, environment, adjustment.

Training phases?

Pre-assignment, on-assignment, post-assignment.