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AEREN FOUNDATION’S                                                                              Maharashtra Govt. Reg. No.: F-11724

 

 

 

 

 

 

 

 

 

Name : LIMA KHURAMI                                                                     Marks : 80                                                                                             Course : Specialisation

Subject  : International Human Resource Management

 

Answer the following question.

 

Q1. What is performance management? (10 marks)

Answer: Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives.

Performance management is the process of continuous feedback and communication between managers and their employees to ensure the achievement of the strategic objectives of the organization.

Performance management differs from talent management in that the latter is a set of initiatives taken to engage employees

 

 

 

Q2. Explain Strategic HRM. (10 marks)

Answer: Strategic human resource management is a proactive process of managing employees in an organization, that includes standard human resource components such as attracting, developing, rewarding, and retaining employees and brings them one step further by taking in consideration the goals and needs of other

 

 

 

Q3. Explain significance of HRM in cross-border mergers & acquisitions. (10 marks)

Answer: The consideration of a merger or acquisition usually comes packed with mixed feelings, including excitement, fear, uncertainty, enthusiasm and resistance. These emotional reactions can occur at every level of the organization. How an organization deals with its employees before, during and after the transaction can have a determinative impact on the success of the transaction.

Both mergers and acquisitions

 

 

 

Q4. Explain role of multiculturalism in international human resource management. (10 marks)

Answer: The globalization of the business environment that is being driven by technological and economic factors is resulting in an ever-increasing number of cross-cultural interactions in the workplace.

 

Not surprisingly, the growth in the number of firms with international operations has been accompanied by an increase in the cultural diversity of their employees. Much of our personal and interpersonal interactions are guided

 

 

Q5. What is staffing of international business? (10 marks)

Answer: Staffing (or finding, choosing and placing) good employees is difficult even at home. However, it becomes more difficult in other countries. For example, until recently in Russia, very few Russians had resumes available to give to prospective employers with vacant positions. Consequently, recruiting is often done only by word of mouth. Only recently have more sophisticated methods—such as structured interviews, testing or work samples—been used on a limited basis. More

 

 

Q6. What is International human resource management? Explain nature of international human resource management. (10 marks)

Answer: International Human Resource Management (IHRM) is the term used for organisations that manage their human resources activities at an international level. IHRM includes ‘typical’ HR functions such as recruitment, selection, performance management, training and development, and remuneration, however these

 

 

 

Q7. Write a detailed note on ethics & social responsibility. (10 marks)

Answer: Social responsibility is an ethical theory in which individuals are accountable for fulfilling their civic duty, and the actions of an individual must benefit the whole of society. In this way, there must be a balance between economic growth and the welfare of society and the environment. If this equilibrium is maintained, then social

 

 

Q8. What is international compensation management? (10 marks)

Answer: Designing and developing a better compensation package for HR professionals for the international assignments requires knowledge of taxation, employment laws, and foreign currency fluctuation by the HR professionals. Moreover, the socio-economic conditions of the country have to be taken into consideration while developing a compensation package. It is easy to develop the compensation package for the parent country national but difficult to manage the host and third country nationals.

 

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