Individual report question: Previous research on MNCs had identified dual pressures for the need to conform to home country and host country institutional environments when adopting HRM strategies,...

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Individual report question:




Previous research on MNCs had identified dual pressures for the need to conform to home country and host country institutional environments when adopting HRM strategies, policies, and practices. With reference to relevant IHRM theoretical and research material, critically analyse and address the following questions:




· What challenges would MNCs from emerging markets (so‐called emerging market multinational corporations: EMNCs) face when they transfer HRM practices across borders? How to address these challenges?





Report

Criteria





Your assignment should:


1. Follow a report format (report title and abstract is required for this assignment).


2. Include
at least 10

peer reviewed
journal articles
that are relevant to IHRM. You could use the weekly readings on iLearn as a starting point for your report; however, you are expected to conduct research beyond listed resources to attain good outcomes for this assignment.


3. Include relevant books, websites in addition to the journal articles.


4. Summarise, synthesise, or critique your sources by discussing a common theme or issue.


Be aware your assignment is an academic work, which basically means you must adhere to logic structure and elegant editing style. Also be aware of the plagiarism policy.


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Answered 2 days AfterApr 27, 2022

Answer To: Individual report question: Previous research on MNCs had identified dual pressures for the need to...

Deblina answered on Apr 29 2022
96 Votes
MNC’S HRM STRATEGY IN EMERGING MARKET MNC
Abstract
The report aims to explore the challenges faced by the multinational companies as they shift the human resource management policies and practices across the borders from their home country. This particular paper focuses on the research that contemplates the challenges associated with the transfer of HRM policies and practices with an assessment of the proper approaches to encounter the challenges. It has been outlining the dilemma that is faced by the MNC in order to find the best method between the home country's HRM policies and practices and the host country's employee demands. In the aspect of this contradiction, most of the MNC focuses to build synergy between the HRM requirements of the hom
e country and the demands of the employees and stakeholders in the host country. This is beneficial for both the parent company and the foreign subsidiaries. The discussion addresses the possible challenges that the MNC faces as they internationalize and generates theoretical implications with regards to the challenges that MNCs face with the HRM transfers.
Table of Contents
Introduction    4
HRM Strategies of MNC    4
Understanding Emerging MNC    5
Challenges Faced by Emerging Market MNC when they Transfer HRM practice across Border    7
Approaches to encounter Challenges    9
Conclusion    10
References    12
Introduction
Globalization has significantly contributed to the effective research on International Human Resource Management that can inherently guide the operations of the multinational companies to manage their workforces by diffusing their practices across the international operations. The utilization of the standard HRM practices and the nature of the global leadership. Multinational companies from the emerging economies have now become an important aspect that has reoriented to take account of a powerful trend in the International Human Resource Management. Analyzing the statistics about the GDP in the world economy and the development of the transition in the market it also explores the HRM practices of MNCs that have exclusively started to play an increasingly significant role.
In order to ensure competitiveness and effectiveness, it is argued that the significance of the IHRM policies and practices cannot be ignored and these policies are discussed from the relevant perspectives of organizational structure and intercultural communication. The HRM policies and practices in the MNCs coordinate the organization of standardization and effective codes of conduct of the people coming from different cultural backgrounds that requires the managers to co-ordinate the differences with cultural sensitivity and achieve team targets across the world. Moreover, the behavior of the multinational company is influenced by the socio-political culture, strategies and policies of the home country.
HRM Strategies of MNC
The HRM strategies need to be analyzed that most of the MNCs adopt to manage the management and operations in their foreign establishments. The influence of these strategies and policies has a significant effect on the HRM practices in foreign establishments. It has been considered that the MNCs have a different human resource practice according to the country of origin. The culture of the particular home country immensely influences human resource management practices. However, specific HRM practices in the host country are influenced by the aspects of cultural impacts of the home country. However, it is obvious from the prior literature that the MNCs have a different HRM practice according to the country in which it is operating (Ai & Tan, 2020).
Research has effectively focused on the various aspect that the HRM practices of foreign subsidiaries usually emphasizes on the local benevolence. The organization in such circumstances tries to implement local practices with some differences among specific practices that are popular in the organization. Moreover, certain practices do have alternative impacts on the organizational operation. For instance, in some foreign subsidiaries’ performance-based compensation can be introduced in order to stimulate the practice of the parent company. But for the employees in the host country, it is irrelevant for the employees have a different culture and they prefer more holidays instead of more incentives. In certain case, there are some practices that do not have any differences between the countries of origin. But still there exists important difference in the strategic injunctions in between the home country and the host country. This might exorbitantly diminish the alternative aspects of HRM strategy that MNCs focus and emphasizes to manage the operations in the foreign subsidiaries. According to prior research and literature it is evident that MNCs have strategic choices in the operation of the foreign subsidiaries along with the certain degree to which they try to conform the local practices and the practices of the parent company.
In most of the literature, many researches have also implemented distinct dimensions of HRM strategies with a polycentric approach the organization focuses on the role of the local environment and the culture of the host country. Most of the elements of the human resource management strategy of foreign establishments are influenced according to the localization strategy and transplantation strategy. In most cases, the localization strategy also recognizes the parent company as they are specific to the cultural aspects of the local environment and adopts the local HRM practices. On the other hand, the multinational companies try to organize an environment of Human Resource Management for the local employees in order to avoid unnecessary disputes with the local culture or the local system.
The transplantation strategy implemented by the parent company focuses on certain patterns of HRM policies in its subsidiary. In this way, the parent company focuses to integrate an inconsistency in terms of the worldwide HRM policy. Besides the companies also emphasizes to take up an integrative orientation that refers to a kind of mixed strategy with equivalent aspects of localization and transplantation in which the MNCs tries to adopt the effective practices either from the parent company or from the local subsidiary.
Understanding Emerging MNC
The number of multinational companies has grown extensively in response to the increased impacts of globalization. The operation of multinational companies across the globe became an essential aspect to understand the dynamic global business environment and ways to establish competitive advantage across the borders by leveraging the global presence. The prior foundation models and theories were developed on the MNCs that were centralized in their operation in the developed economies like the USA, European Union, and Japan. From this research, it was clear that the home country of a particular organization has effectively got the advantage with technology and institutional infrastructure. These affluents have triggered them to invest abroad which has effectively made them a multinational company. Even though the economic shift that was experienced in the last decade has contributed to the structure of shift of the global economy with an effective impact on economic development that is profound in the emerging economies.
The business opportunities and operations within the emerging economies have ascent in the form of the emerging market. Emerging market multinational companies are...
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