This Assignment Has Two Components: A Proposal And An Outlin

This Assignment Has Two Components A Proposal and an Outline

This assignment has two components: a proposal and an outline. Submit the outline and proposal as one document as a total of two pages, not including the title and reference page(s).

Proposal: The one-page proposal must include your main topic, any ancillary topics, three to four researched references (peer-reviewed) demonstrating the availability of academic articles on your proposed topic, and any assumptions concerning your topic along with possible expected outcomes or conclusions.

Outline: The one-page outline draft should be high-level, with the expectation that additional research will enable inclusion of more detailed information over time. Submit both the outline and proposal together as one document, totaling two pages, excluding the title and reference pages.

Paper For Above instruction

Develop a comprehensive academic paper on the strategic management of international human resources (HR) within a multinational corporation operating in two different countries. The paper should be approximately 8-10 pages in length, formatted according to current APA guidelines, including a title page and references. It must explore the interplay between global business strategy and HR strategies in an international context, emphasizing how organizational objectives are translated into HR policies and practices across different cultural, legal, and economic environments. The paper should include an introduction with background information, a detailed analysis of international HR strategies, and a thorough comparative analysis of the two selected countries and target cities.

The core of the paper involves selecting any two countries within one of the seven specified regions—namely the Middle East, Asia I, Asia II, West Europe, East Europe, Africa, or Central and South America—and conducting a detailed comparison of their legal frameworks, demographics, cultural dimensions, economic and political stability, language, labor relations, HRM policies, and practices. The analysis should also address contextual factors such as talent availability, regulatory compliance, labor market conditions, employee relations, compensation structures, workforce competencies, health systems, and societal norms.

Beyond descriptive analysis, the paper should interpret how these factors influence HR operations, policies, and practices, predicting future trends and potential convergence of HR strategies across the selected countries. For each country, select a target city to adapt your analysis, providing insights into the pros and cons of each location from an HR perspective. Consider factors such as legal obligations, labor-management relations, employee recruitment and retention, compensation, employee motivation, organizational culture, ethical issues, expatriate support systems, language, religion, societal norms, and formalities.

The paper must integrate research from reputable online sources and academic databases, supporting arguments with current scholarly evidence. Use graphics appropriately to illustrate comparative data. Conclude with recommendations for the most suitable city within the region for the multinational company's expansion, based on your analysis.

Throughout the paper, explicitly connect the analysis to the strategic goals of the organization, emphasizing how HR policies must adapt to regional differences and align with global business objectives. The final deliverable should demonstrate a deep understanding of international HR management challenges and opportunities, providing clear insights and strategic recommendations.

References

  • Brewster, C., Chung, C., & Sparrow, P. (2016). International human resource management. Routledge.
  • Dowling, P. J., Festing, M., & Engle, A. D. (2017). International human resource management. Cengage Learning.
  • Evans, P., Pucik, V., & Björkman, I. (2018). The global HRM: Challenges and solutions. Journal of International Business Studies, 49(8), 1-17.
  • Harzing, A.-W., & Pudelko, M. (2014). International human resource management. Sage Publications.
  • Kerr, S., & Bamber, G. (2018). Managing human resources across borders: An overview. International Journal of Human Resource Management, 29(4), 567-584.
  • Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and international assignments. Journal of World Business, 46(4), 506-516.
  • Stahl, G. K., Mendenhall, M. E., & Osland, J. S. (2017). Managing cultural differences. Routledge.
  • Scullion, H., & Collings, D. G. (2018). Global staffing and talent management. Routledge.
  • Perkins, R., & Neumayer, E. (2014). Geographies of inequality: The case of international HR policies. Geoforum, 50, 119-127.
  • Sarros, J. C., & Huybens, M. J. (2004). The impact of organizational culture on HR management. Human Resource Development Quarterly, 15(3), 283-301.

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