This essay focuses on the term culture shock and various international HRM policies and practices which can be utilized for the purpose of effectively managing culture shock. The example of a Saudi Arabian Corporation, ARAMCO, which has successfully managed its culture shock is also provided.

Assessment Task 1

Write an essay explaining the term 'culture shock' and discussing IHRM policies and practices to manage it, using an organizational example.

Managing culture shock in international HRM with ARAMCO's success.

International Human Resource Management

This paper discusses the challenges faced by HR directors and expatriates in international human resource management and provides recommendations for expatriates to cope with culturally different work and social environments. The challenges include communication problems, unfamiliar socio-cultural environments, stress due to family and personal relationships, and challenges associated with repatriation. The recommendations include being more flexible with punctuality, developing personal rapport, and controlling aggressive emotional outbursts.

Leadership Management

Professional Development

Languages and Culture

Challenges and Recommendations for Expatriates in International Human Resource Management

This study explores the challenges faced by expatriates in MNCs, the strategies adopted by HR in managing cultural fit, and recommendations for successful expatriate management. It emphasizes the importance of training, cultural understanding, and strategic HR approaches.

Managing Expatriates in Multinational Companies

This research proposal focuses on the challenges faced by expatriates in Russia due to cultural differences and how they adjust to cross-cultural differences.

Research Proposal

This article discusses the major factors associated with appraisal of expatriate managerial performance, key challenges in training expatriate managers, importance of compensation practices of other countries for MNEs, personal views of international initiatives to criminalize foreign bribery, and typical challenges for HRM in internationalized SMEs. It also highlights the emerging trends in global mobility programs, compensation benefits, and the need for ethical practices in HRM.