Question:
As part of the formal assessment for the programme you are required to submit a Managing the Human Resource assignment. Please refer to your Student Handbook for full details of the programme assessment scheme and general information on preparing and submitting assignments.
Learning Outcomes:
After completing the module you should be able to:
- Have a clear understanding of, and an ability to critically evaluate HRM and its role within the organisation and the wider the global environment;
- Be able to critically evaluate the main processes of employee resourcing, development, relations and reward, and appreciate their contribution to organisational effectiveness;
- Effectively use CIT to communicate in a variety of settings;
- Undertake multidisciplinary research through the acquisition of skills relevant to the context of business and management
Your assignment should include: a title page containing your student number, the module name, the submission deadline and a word count; the appendices if relevant; and a reference list in Harvard format. You should address all the elements of the assignment task listed below. Please note that tutors will use the assessment criteria set out below in assessing your work.
Word count: 3000 words (maximum)
Solution:
Introduction
Human Resource practices are the means in which HR personnel develops the leadership of the staff. This is a practice implemented through development of extensive training courses, motivational programs and devising strategies for ensuring there exist direct and assisting management in performance of progressive performance appraisals. Currently, the MNEs are categorized as a significant segment of the global economy in the context of trade and employment. In light of this, the MNE performance is partly dependent on the human resource capabilities. To affirm this analogy, Love and Singh (2011) noted that the knowledge and experience possessed by employees is a contributor of gaining competitive advantage. Nevertheless, to realize this milestone, there ought to be appropriate human resource policies at play. Administrators and managers in MNEs work through implementing best practice with the existence of a potential for intra-organizational learning in national boundaries. The rationale for this is that these entities are characterized with diversities of staff with diverse cultural believes and orientation. This paper focuses on HR practices of recruitment and selection, training development and talent management and lastly compensation to establish whether HR works in MNEs. Case study companies selected for evaluation include McDonalds and DHL in retail and financial industry.
HR Practices in Multinational Enterprises (MNEs) Taking into account of the country of origin of UAE MNEs, they are majorly from Australia, Japan, and USA (Niosi & Zhegu, 2010). However, in the recent past, there has been an increased dominance of China and India entities slowly dominating the market. The primary representation of the companies includes retail, wholesale trade, ICT operations and financial business activities. Additionally, the companies are basically foreign and indigenous owned with multi-site operations dominating their practice (Sidani & Al Ariss, 2014). Theoretically, the fundamental factor among the MNEs is the extent in which their different foreign affiliates………………………………………………………………………………………………………………………………………………………………………………..Please contact us to receive support and guidance on this assessment based on your organisation of focus, experience and any other organisation that the HR practices can be evaluated
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