Domestic and international human resource management


Attempt all the questions. 

Section-A   

Question1) Explain 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?

Question2) Critically examine reasons for expatriate failures in international assignments.

Question3) “Process of repatriation must be embedded in process of expatriation”. Comment.

Question4) What will you regard as the key competencies that international managers must have? To what extent would these vary according to the context?

Section-B

Case Study

In 1992, Monsanto Corporation undertook the detailed change of its repatriation policy, concentrating on logistical planning, kinds of skills and cultural development the company wanted its expatriates to learn, and 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 previous 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.

Question5) Case Questions:

a) Do you find Monasanto Corporation’s policy of repatriation to be alright? Substantiate your answer.

b) Why in multinational firms people quite often leave organisation just after repatriation?

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HR Management: Domestic and international human resource management
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