Reference no: EM132919570 , Length: word count:3000

HRM&D in a Global Context

Assessment: Report

Assessment task
Q1. Technological advances are predicted by some academics as likely to have an almost apocalyptical impact on jobs. Discuss this view, and how organisations and managers might address the advances and increased use of technology

Q2. Outline both the benefits and downsides of companies adopting each of the following approaches to management; an ethnocentric approach and a polycentric approach. Discuss how likely you think it is that in future companies will converge towards a particular model/approach towards HRM, justifying your ideas with reference to evidence and contemporary events.

Q3. International assignments have typically been undertaken by high status employees. Discuss reasons why this may be and also how and why international assignments may alter in future.

Q4. There are a variety of factors to be taken into account by MNEs in developing an international training and development strategy. Discuss the factors that you think need to be considered, and why you think these are important. Provide an example of the approach to Training and Development taken by a Multi-National Enterprise, and critique this approach.

Q5. Should organisations and managers provide clear career paths to their employees, or employees should act more proactively to develop their own career ladders? Analyse the difference between two approaches and support your analysis with reference to academic ideas and evidence.

Learning outcome 1: Evaluate, critique and discuss the variety of cultural norms, behaviours and paradigms in organisation design and development and their value and contribution to organisational life from both historical and contemporary perspectives.

Learning outcome 2: Apply theoretical ideas to help solve problems around organisational design and development including the reference to the way that processes and systems maintain those structures.

Learning outcome 3: Understand and critically evaluate the methods and procedures of organisational development which support organisational design and realignment strategies.

Learning outcome 4: Review research and critically evaluate major debates related to HRM and HRD in organisations in a national and global context including the way that organisational HRM and HRD strategies are shaped by and developed in response to internal and external environmental factors by a variety of factors including through government policy.

Learning outcome 5: With reference to demographic, social and technological trends, demonstrate a sound understanding of globalised HRM and HRD policy and practice and the issues facing international HR managers in a global business environment including the critical evaluation of how organisational leaders and the HR function respond to these pressures.

Module Aims 1: Evaluate the changing contexts of organisations in a global context.
Module Aims 2: Review complex decision-making processes regarding organisational design and structure.
Module Aims 3: Equip students with the necessary skills to apply theoretical concepts around organisation design and development in practical situations.
Module Aims 4: Analyse critically debates around the convergence or divergence of HR policy and practice in a global context. Prepare students for the roles of HR manager in an international context.

Attachment:- Report.rar