HR06
International Human Resource Management
(For CNM Cases)
Assignment – I
Assignment Code: 2016HR06A1 Last Date of Submission: 30th April 2016
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. What are the similarities and differences between Domestic Human Resource Management and International Human Resource Management? How have the roles of international managers changed in the last two decades or so?
2. Critically examine the reasons for expatriate failures in international assignments.
3. “The process of repatriation should be embedded in process of expatriation”. Comment.
4. What would you regard as the key competencies that international managers should have? To what extent will these vary according to the context?
Section-B
Case Study
In 1992, Monsanto Corporation undertook a detailed change of its repatriation policy, concentrating on logistical planning, the kinds of skills and cultural development the company wanted its expatriates to learn, and the placing of its repatriates in projects where overseas experience was needed. “They’re out there to do the job, but they’re also there to develop personally and culturally,” says John Amato of human resources, international assignments.
Amato says that repatriation begins six to eighteen months prior to return in both the host and home countries, so that expatriates return to planned jobs for which the operating unit is responsible. An extensive debriefing program is also run for the employees and their families.
5. Case Questions:
a. Do you find Monasanto Corporation’s policy of repatriation to be alright? Justify your answer.
b. Why in multinational firms people quite often leave the organisation just after repatriation?
International Human Resource Management
(For CNM Cases)
Assignment – I
Assignment Code: 2016HR06A1 Last Date of Submission: 30th April 2016
Maximum Marks: 100
Attempt all the questions. All the questions are compulsory and carry equal marks.
Section-A
1. What are the similarities and differences between Domestic Human Resource Management and International Human Resource Management? How have the roles of international managers changed in the last two decades or so?
2. Critically examine the reasons for expatriate failures in international assignments.
3. “The process of repatriation should be embedded in process of expatriation”. Comment.
4. What would you regard as the key competencies that international managers should have? To what extent will these vary according to the context?
Section-B
Case Study
In 1992, Monsanto Corporation undertook a detailed change of its repatriation policy, concentrating on logistical planning, the kinds of skills and cultural development the company wanted its expatriates to learn, and the placing of its repatriates in projects where overseas experience was needed. “They’re out there to do the job, but they’re also there to develop personally and culturally,” says John Amato of human resources, international assignments.
Amato says that repatriation begins six to eighteen months prior to return in both the host and home countries, so that expatriates return to planned jobs for which the operating unit is responsible. An extensive debriefing program is also run for the employees and their families.
5. Case Questions:
a. Do you find Monasanto Corporation’s policy of repatriation to be alright? Justify your answer.
b. Why in multinational firms people quite often leave the organisation just after repatriation?
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