International HR Management: Enhancing Talent Development and Compliance with Overseas Workers Laws

Task

You are an International HR Manager in a large multinational organisation with 3,000 employees with headquarters in the United Kingdom and with recent expansions to two other EU countries (Germany and France). The Managing Director and the Board are keen to ensure that HR is ready to support the business objectives with administration of international assignments, with an enhanced approach in relation to the hiring and selection process including the development of talent of host country nationals and any new employees in accordance with the national laws of overseas workers and in compliance with the international standards.

Your Managing Director (played by your lecturer) has asked you to research the topics below and be prepared to respond to questions from the Chairperson and to brief the board meeting on any of the below topics.

(Your core textbook, Hook and Jenkins, 2019, Ch.11, is your initial point of reference):

• Describe what is a Multinational Enterprise (MNE) and Transnational and the difference between these types of enterprises.
• Describe the key differences between International Human Resource Management (IHRM) and Human Resource Management (HRM).
• Outline the four different staffing approaches for international assignments, including a brief definition of each.
• Outline the advantages of Regiocentrism. Including a brief definition.
• Outline the disadvantages of Polycentrism. Including a brief definition.
• HRM is significantly affected by formal and informal rules at both home and overseas, specifically with regards to employment law and practice. Regarding collective bargaining between the UK and Germany, briefly outline any main differences.
• Outline the importance of understanding national culture. Summarise any key issues that may affect work relationships. Provide an example in your answer.
• Outline the key factors when recruiting and selecting an internationalassignee.
• Another approach to International assignments is to identify and develop talent of host country nationals. Outline, in brief, your recommendations on key management development initiatives.
• Following an oversees assignment a returning employee can offer considerable insights and knowledge of host country to head office and management. Outline your proposal and recommendations on what policies and procedures should be in place for the return of expatriate employees.
• International organisations need to consider their responsibilities when sending employees to other countries. Outline any policies and procedures that should be considered by the Board providing analysis on your recommendations.
• One of the main concerns for international organisations regarding equality is the different labour laws that exist in different countries. Briefly outline two key differences and/or similarities between France and UK.

Marks will be awarded on an individual basis. You will be scored out of 100, broken down as follows:

• Professional behaviour: 10 Marks
• Knowledge and understanding: 60 Marks
• Ability to present clearly and concisely: 20 Marks
• Ability to analyse and/or respond to questioning: 10 Marks

You will be required to research and present as an individual, although there may be several colleagues at the meeting with you.

You may bring a small note card to the meeting (no bigger than A5) containing any data or key bullet points, however, you MUST NOT read from a script when questioned. Reading from a script will incur a 25% penalty to your overall mark. You are expected to demonstrate a clear, deep understanding of the topic you have been tasked to research and present.

This is a formal board meeting. The Chairperson will invite each presenter to respond to specific questions about the topic areas outlined above. When invited to speak, each presenter will have two minutes to deliver their response. This time limit will apply each time you are invited to speak. If you exceed your time limit, the Chairperson will stop you, to keep the meeting moving. Therefore, you should focus on delivering concise and precise answers on the different questions you have been asked to research. You need to be able to answer any of the above topic areas.

As an HR professional, you should be appropriately dressed for the meeting, and act with confidence and credibility, ensuring you maintain frequent eye contact with the Chairperson and others who are present at the meeting. You should present your findings at an appropriate volume, and with clarity.

This is a professional meeting. Students are expected to arrive in the waiting room 10 minutes prior to the scheduled start time. Students who are late for the start of the meeting will lose 5 of the marks awarded for professionalism. Students who fail to attend the meeting will fail the assessment. All meetings will take place  within scheduled teaching hours for the module, or during scheduled assessment periods as dictated by the Faculty Office.