Comparative Analysis Report
Conduct a comparative analysis of an area of internationalized business (i.e. involving MNC/ SME/ Mergers) in two regions of your choice Asia (India) with Europe (UK etc) using theories of IHRM and culture to identify and address any complex management and organizational problems that might arise from managing people across different cultural boundaries as a means of gaining competitive advantage.
Its report style so please start with table of content , Abstract , Introducation etc.
In introduction define the culture from different authors prospective and then continue with this report.
Main – Can we apply IHRM or its depends on Historical , cultural, economic , political contracts.
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How the issue arise from length of Knowledge, globalization and international HRM.
Assessment Information
This assignment is designed to assess the following learning outcomes:
1.
Critically evaluate the key issues involved in managing and developing people across cultural boundaries in the context of globalisation, international mergers and alliances the general internationalisation of business
2.
Critically analyse the main theoretical contributions towards understanding different culture and national policies and their implications for international HRM practices
3.
Diagnose complex management and organisational problems relating to the management and development of people across different cultures
4.
Develop and apply courses of action as a means of competitive advantage by diagnosing complex organisational problems relating to the managing of people across different culture.
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How do we manage people when business moved from one region to another
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Implication of globalization on managing people, HRM.
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Universalist approach, Comparative approach, Traditional Approach.
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Is HRM universal for all or bases on comparative – Workforce and Productivity. Argue for and agents.
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Universal approach is more western way of HRM.
Some Question for the assignment and this following points need to be involved and discussed critically when comparing two regions. How IHRM can be managed? Does IHRM can be applied same all countries or a lot of factor involves when applying IHRM like Knowledge, Culture etc. it’s important to involve MNC , SME , Mergers companies how they manage or can they manage
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What is Culture? Different concepts
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Critically examine the implications for managing knowledge. – Explicit Knowledge and tacit Knowledge.
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Verities of capitalism ( Liberal market economic , Coordinated Market Economics
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Critically examine the implications for managing knowledge
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Conceptualising Culture: Is it possible to manage people across culture?
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To what extent do they translate across national culture? Are there any anomalies? If so, where are the gaps in knowledge?
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Does GTM differ across culture?
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Is it possible to compare HR practice across national culture?
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key issues involved in managing and developing people across cultural boundaries in the context of globalisation, international mergers and alliances the general internationalisation of business
¨
main theoretical contributions towards understanding different culture and national policies and their implications for international HRM practices
¨
Diagnose complex management and organisational problems relating to the management and development of people across different cultures
¨
Develop and apply courses of action as a means of competitive advantage by diagnosing complex organisational problems relating to the managing of people across different culture.
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Convergence V Divergence debate.
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Key elements of comparative HRM . – Workforce Capability & Productivity.
