International Human Resource Managementp20-3, 4, 5

Title Homework P20-3, 4, 5 for International human imaginativeness management Page number 3 1, Discuss two HR activities in which a multinational unfaltering must engage that would non be required in a domestic environment. (1) More HR activities To operate in an transnational environment, a human resource segment must engage in a number of activities that would not be necessary in a domestic environment international tax income international relocation and orientation administrative services for expatriates host governing relations and language translation services. 2) Risk exposure The direct be (salary, training costs and travel and relocation expenses) of failure to the parent firm whitethorn be as high as three measure the domestic salary plus relocation expenses, depending on currency stand in rates and location assignments. Another aspect of rick exposure that is pertinent to IHRM is terrorism. 2, why is a great degree of involvement in employees personal lives in evitable in many international HRM activities?A greater degree of involvement in employees personal lives is necessary for the selection, training and efficient management of both PCN and TCN employees. In the international HR department must be much more involved in order to declare oneself the level of support required and will need to know more about the employees personal life. The HR department or HR professional needs to ensure that the expatriate employee understands housing arrangements, health care, and alone aspects of the compensation package provided for the assignment(cost-of- living allowances, premiums, taxes and so on). , Discuss at to the lowest degree two of the shiftings that moderate differences between domestic and international HR practices. (1) Attitudes of older management to international operations. It is likely that if senior management does not deplete a strong international orientation, the importance of international operations may be underempha sized in monetary value of corporate goals and objectives. In such situations, managers may tend to focus on domestic issues and minimize differences between international and domestic environments. 2)The cultural environment The cultural environment is an important variable that moderates differences between domestic and international HRM. The natural environment requires many adjustments in a relatively short period of time, challenging peoples frames of reference to such an extent that sense of self, especially in terms of nationality, comes into question. People , in effect, experience a shock reaction to new cultural experiences that cause psychological disorientation because they misunderstand or do not recognize important cues.