Human capital
ESSAY: Human capital is a company asset, but it’s not listed on the balance sheet. Human capital is all of the creative skills, knowledge, talents, and abilities that embody employees.
Explain the unique characteristic of human capital for the right fit for International Human Resources Management operations of hiring expatriates.
Define ALL four ERPG Model of ( 1) ethnocentric, (2) geocentric, (3) polycentric, and (4) regio-centric/region-centric staffing approaches with the ability to adapt to different cultures in foreign environments. What are the strategies and challenges?
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Write 4-5 FULL pages of text with 4-5 references in APA Format using the most recent data.
No Wikipedia, BLOGS with ads from yahoo.com or google.com, UKEssay.com; www.buzzle.com; study.com or site that challenge as they present a biased opinion. REFERENCES WILL BE PROVIDED
Requirements: 4-5 pages
Books Chapter 19 mainly. and chapter 9.
References;
Here are references and videos to assist you in understanding the content matter for your research. However, you may still conduct your own research!
Videos and References
Who are BRICS Countries?
YouTube URL: http://www.youtube.com/watch?
USA vs BRICS
YouTube URL: http://www.youtube.com/watch?
Influence of BRICS Nations
YouTube URL: http://www.youtube.com/watch?
BREXIT Explained
YouTube URL: http://www.youtube.com/watch?
Trade After Brexit
YouTube URL: http://www.youtube.com/watch?
What Could Brexit Mean?
YouTube URL: http://www.youtube.com/watch?
Managing in a Global HRM
Watch Video
YouTube URL: http://www.youtube.com/watch?
Managing Global HRM
YouTube URL: http://www.youtube.com/watch?
HR in 21st Century
YouTube URL: http://www.youtube.com/watch?
Global HRM
Watch Video
YouTube URL: http://www.youtube.com/watch?
References
Harzing. A,. Pudelko. M,. & Reiche. S. (2016). The bridging role of expatriates and inpatriates in knowledge transfer in multinational corporations. Human Resource Management. 55, 679-695.
Hill. C., & Huit. T. (2017). International Business: Competing in the Global Marketplace. McGraw->Hill Education. New York, New York.
Cole. N. & Nesbeth. K. (2014). Why do international assignments fail? International Studies of Management & Organization. 66-79.
Hunt, E. (2014). An HR conundrum: Talent attraction and retention abroad. Baylor Business Review, 32(2), 38-43.
International Recruitment -Ethnocentric approach- Polycentric approach- Regiocentric approach- Geocentric approach. (n.d.). Retrieved from http://www.
Isidor, R., Schwens, C., & Kabst, R. (2011). Human resource management and early internationalization: is there a leap-frogging in international staffing?. International Journal of Human Resource Management, 22(10), 2167-2184. doi:10.1080/09585192.2011.
Popovski, V., Popovska, M. B., & Jovcheska, S. (2014). Factors ranked by expatriate managers for successful implementation of international tasks. Economic Development / Ekonomiski Razvoj, 16(3), 1-12.
Ahmed, F., & Akram, S. (2016). International human resource management: Policies and practices for multinational enterprises. South Asian Journal of Management, 23(2), 154-158. Retrieved from https://search-proquest-com.
Popa, C., Reczey, I., & Quansah, D. (2015). The international human capital and the global competitiveness. Scientific Bulletin “Mircea Cel Batran” Naval Academy, 18(2), 60-63. Retrieved from https://search-proquest-com.
Sekiguchi, T., Jintae Froese, F., & Iguchi, C. (2016). International human resource management of Japanese multinational corporations: challenges and future directions. Asian Business & Management, 15(2), 83-109. doi:http://dx.doi.org.prx-
Zhong, Y., Zhu, C. J., & Zhang, M. M. (2015). The management of Chinese MNEs’expatriates. Journal of Global Mobility, 3(3), 289-302. Retrieved from https://search-proquest-com.
Answer preview
First, they view managers from parent countries to have superior technical, business, and management expertise than locals of their abroad subsidiaries (Isidor, Schwens, & Kabst, 2011). They view training systems abroad as inferior compared to their parent countries. They also see it more comfortable to trust a parent country national than a local national in subsidiaries abroad. Secondly, multilateral organizations adopt an ethnocentric staffing policy approach due to its effectiveness in transferring their headquarters’ culture to foreign subsidiaries’ culture. Besides, the organization views the policy as a means of improving communication between the organization’s headquarters and its subsidiaries abroad.
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Human capital
