Compare the cultural and institutional differences of the two chosen countries

Choose two countries (Country A and Country B)
Country A is the Parent Country of a developing Multinational Corporation (MNC) with minimal
experience of employing and managing workers across borders and which is now considering
expanding into Country B, the Host Country. You are an International HR Consultant and you have
been commissioned by the HRM Director of the MNC in Country A, to research and write a report
which achieves the following aims:
1) To compare the cultural and institutional differences of the two chosen countries.
2) To raise awareness of what may be the consequences of your analysis with regard to the
preferred choices for International HRM policies and practices.
STRUCTURE
The report should be divided into the following sections. The % is an indication of the approximate
weighting for the word count required in each section.
– INTRODUCTION (10%) – Introduce the concepts of IHRM and Comparative HRM. Explain/justify
the significance of this report to the successful future of this MNC.
– SECTION 1 (20%) – CULTURAL COMPARISON AND ANALYSIS – Discuss the cultural similarities and
differences of country A and B, and explore the significance of these differences for the choice of
HRM policies and practices. Use relevant cultural theories and frameworks to inform your analysis
(for example, Hall (2000), Hofstede (1980, 2001), Schwartz (1994, 1999) and the Globe Project
(2002). Undertake some individual research on your chosen countries and use these studies to
present the key insights.
– SECTION 2 (20%) – INSTITUTIONAL COMPARISON AND ANALYSIS – Discuss the institutional
similarities and differences of country A and B and explore the significance of these differences for
the choice of HRM policies and practices. Use relevant models from the Comparative Capitalism
literature (e.g. Hall and Soskice 2001) and/or the Business Systems literature (e.g. Brookes et al
2005).
– SECTION 3 (30%) – INTERNATIONAL HRM – Discuss the importance of Country A’s attitudes to
internationalization (Perlmutter 1969, Heenan and Perlmutter 1979) with respect to the staffing of
the MNC in Country B. Consider the advantages and disadvantages of using PCNs, HCNs or TCNs in
this MNC. Critically evaluate the gaps between the aspirations of corporate social responsibility in
Country A and the actual practices in many MNCs and their Global Value Chains (GVCs).
– CONCLUSION AND RECOMMENDATIONS (20%) – Summarize the findings of the report, and then,
using these findings to inform a list of at least 5 recommendations to the HRM Director of Country A
on the HRM implications of the proposed expansion into Country B.

Leave a Comment

Your email address will not be published. Required fields are marked *