The HRM359 Global Human Resource course is designed to provide students with an understanding of the challenges faced by organizations operating in a global environment. This HRM359 SUSS course will focus on the role of human resources in supporting organizational strategy and objectives, and how HR functions must be aligned with business goals in order to be effective. In addition, the course will explore how cultural differences can impact HRM practices, and how to manage a diverse workforce. By the end of the course, students should be able to identify and explain the challenges associated with managing human resources in a global context and suggest strategies for overcoming these challenges.

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In this section, we are discussing some assignment activities. These are:

Assignment Activity 1: Distinguish approaches and concepts of international HRM.

There are three different approaches to international human resource management (IHRM).

1. The first approach is the universalist approach, which argues that there are best practices in HRM that can be applied universally, regardless of context.
2. The second approach is the relativist approach, which takes into account the cultural differences between countries and adapts HRM practices accordingly.
3. The third approach is the multi-national corporation (MNC) approach, which takes into account the unique needs of MNCs and tailors HRM practices to meet those needs.

The main concepts of IHRM are expatriate management, host country national management, and cross-cultural management.

• Expatriate management refers to the process of managing employees who are sent to work in a foreign country.
• Host country national management refers to the process of managing employees who are already working in a foreign country.
• Cross-cultural management is the process of managing employees from different cultures, either within a single organization or across multiple organizations.

Assignment Activity 2: Demonstrate knowledge of global HR practices and issues.

Global Human Resources (HR) practices are becoming increasingly important as companies expand their reach into new international markets. HR professionals are often faced with unique challenges and opportunities when it comes to managing a multinational workforce.

Some of the key issues that HR professionals must address include cultural differences, compliance with labor laws, and the management of expatriate employees. Additionally, the globalization of business has led to an increase in the use of contract workers, so HR professionals must also be familiar with the various types of contract arrangements and their associated risks.

Ultimately, successful global HR practices require a deep understanding of local customs and laws, as well as a commitment to creating a unified corporate culture across all international offices.

Assignment Activity 3: Evaluate the roles of global HRM executives in the global business environment.

Global human resource management (HRM) executives play a vital role in the global business environment. They are responsible for developing and implementing HR strategies that align with the overall business strategy of their company. Additionally, they must be able to navigate the complex legal and cultural landscape of the countries in which their company operates.

In order to be successful, global HRM executives must have a deep understanding of the business environment in which their company operates. They must also be able to effectively communicate with employees from all over the world and build relationships with key stakeholders.

Assignment Activity 4: Plan HR functions to support foreign business units.

Planning HR functions to support foreign business units can be tricky, as laws and regulations vary from country to country. However, there are a few key things to keep in mind when setting up HR for a foreign business unit.

First, make sure that you are familiar with the laws and regulations governing HR in the country where your business is based. This will help you to ensure that you are compliant with local laws and avoid any costly fines or penalties.

Second, make sure that your HR policies and procedures are culturally appropriate for the country in which they will be used. Policies and procedures that work well in one country may not be appropriate for another, so it is important to tailor them specifically to the cultural context.

Third, establish communication channels between the HR team in the home country and the HR team in the foreign business unit. This will help to ensure that everyone is on the same page and that there is a smooth flow of information between the two teams.

Fourth, consider using technology to support your HR functions in a foreign country. There are a number of HR software applications that can help you to manage employee data, track employee time and attendance, and manage payroll.

Finally, make sure that you have a plan in place for dealing with any potential HR issues that may arise. This includes having a clear understanding of the grievance procedures in the country where your business is based and have a plan for dealing with cross-border disputes.

Assignment Activity 5: Differentiate global HR principles and practices for MNCs and SMEs.

Multinational corporations (MNCs) and small and medium enterprises (SMEs) have different HR needs. MNCs typically have a large, global workforce and must comply with laws and regulations in multiple countries. Additionally, MNCs often have complex organizational structures with many layers of management. As a result, MNCs require HR policies and procedures that are robust and can be applied consistently across all countries in which they operate.

SMEs, on the other hand, typically have a smaller workforce and may only operate in one country. Additionally, SMEs often have simpler organizational structures and require less formal HR policies and procedures. As a result, SMEs can be more flexible in their HR practices and may be able to tailor their policies and procedures to the specific needs of their workforce.

Assignment Activity 6: Justify how HRM functions (e.g., recruitment and selection, training and development, performance, compensation, and benefits) are applied in the industry.

The recruitment and selection function of HR is responsible for sourcing and hiring candidates for open positions within a company. This can be done through a variety of methods, such as job postings, employee referrals, campus recruiting, and online job boards.

The training and development function of HR is responsible for providing employees with the skills and knowledge they need to be successful in their jobs. This can be done through a variety of methods, such as on-the-job training, formal classroom training, e-learning courses, and development programs.

The performance management function of HR is responsible for setting goals and objectives for employees and assessing their progress toward those goals. This can be done through a variety of methods, such as annual performance reviews, 360-degree feedback, and employee development plans.

The compensation and benefits function of HR is responsible for designing and administering compensation and benefits programs that are competitive and attractive to employees. This can be done through a variety of methods, such as salary surveys, benefits packages, and incentive programs.

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