Dimensions of international HRM.

 

At the end of the week, students will know and be able to:

Evaluate the dimensions of international HRM.
Evaluate approaches, issues and criteria used in selecting employees for international assignments.
Summarize components and guidelines for performance evaluations of international employees.
Summarize cultural/language issues involved with the selection process of international employees.

Chapter 7: International Employee Relations
Chapter 8: International Workforce Planning and Staffing
Chapter 9: International Recruitment, Selection, and Repatriation
Videos:
The Danger of a Single Story (Links to an external site.)
Skills and Human Resource Development

 

The Quickwrite consists of 5 questions (answer each question in a complete paragraph 150-200 words):

What terms were the most important concepts of this week’s lesson? Be sure to define any important terms in your own words.
What was your muddiest point (that is, what did not make sense)? Identify at least one resource (outside of your textbook) that is scholarly/practitioner based and cite it in APA style that helps resolve this question.
What would you like to know more about from this lesson, and why? Identify at least one resource (outside of your textbook) that is scholarly/practitioner based and cite it in APA style that helps resolve this question (this must be different from the source that you cite for the second question).
How does this lesson relate to something you have already learned outside of this class?
How might you apply the lesson to your present or future work experiences?
Refer to the Quickwrite Rubric for more grading details.

Sample Solution

International human resource (HRM) is concerned with identifying and understanding how the MNC`s manage their geographically dispersed worked force in order to leverage their HR resources for obtaining local as well as a global competitive advantage. Morgan (1986) presents a model of international HRM that consists of three dimensions: 1) the three broad human resource activities are procurement, allocation, and utilization; 2) the three national or country categories involved in international HRM activities: (1) the host-country where a subsidiary may be located, (2) the home-country where the firm is headquartered, and (3) “other” countries that may be the source of labor or finance; 3) the three types of employees of an international firm: (2) host-country nationals, (2) parent-country nationals, and (3) third-country nationals).

sector. They have been accompanying academic institutions for some years now, particularly in higher education (Adedoyin & Soykan, 2020; Kopp et al., 2019; Leszczyński et al., 2018). Meaning, even before the dawn of the pandemic, VLEs have been commonly integrated in the tertiary level curriculum, and college students are more than likely familiar with e-learning.

On the other hand, it must be noted that the familiarity with VLEs and e-learning is hardly observed in secondary education students prior to the pandemic. In fact, limited knowledge even exists about how much or for which purposes K-12 students have used devices and technology up until this point. Garcia and Weiss (2020) point out the results from Bettinger and Loeb’s 2017 study on online learning. Based on said results, while students spent extensive time online prior to the pandemic, that time was heavily spent on social activities, browsing or seeking information, playing games, or accessing email (Garcia & Weiss, 2020). It is clear from this observation that information and communications technology is not being maximized to its full potential in learning by students even before the shift towards online education.

 

 

A noticeable trend in the space of VLEs is the development of Open Source Course Management Systems, an example of which is Moodle (Petrova, 2005). According to Nagi and Suesawaluk (2008), Moodle is a license free open source software platform. This entails that Moodle may be used, redistributed, or modified according to the requirement of the user completely for free (Nagi & Suesawaluk, 2008). Meaning, academic institutions and teachers may alter the default source code of Moodle to their desired specifications without paying fees to Moodle’s original creator for using their software. Subsequently, this allows educators the benefit of having full control over the features used as well as their own student and teacher data.

According to Boskin (2020), the COVID-19 pandemic and lockdown caused a major recession from which global economies are only expected to recover by late 2022, and that is only if a vaccine becomes available in the market. Furthermore, the shutdown of schools, compounded by the associated public health and economic crises, poses complicated challenges to students’ learning. Thus, Moodle’s affordability helps bring VLE, LMS, and CMS technology within the reach of students and teachers with limited technical and financial resources. Especially during the economic decline brought about by the pandemic, Moodle’s license-free software platform eliminates the digital divide between privileged and the disadvantaged students due to its low cost. Its accessibility for all may also be the primary reason for its wide popularity, even b

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