Practical Boardroom Briefing

This article provides insights on Multinational Enterprise, International Human Resource Management, staffing approaches, Regiocentrism, Polycentrism, employment laws, national culture, key factors in selecting international assignee, management development initiatives, policies and procedures for expatriate employees, and labour laws in France and UK.

Topic-Practical
Boardroom Briefing

Table of Contents
1.Describe what is a Multinational Enterprise (MNE) and Transnational and the
difference between these types of enterprises.................................................................................3
2.Describe the key differences between International Human Resource Management (IHRM) and
Human Resource Management (HRM)...........................................................................................3
3.Outline the four different staffing approaches for international , including a brief definition of
each..................................................................................................................................................4
4.Outline the advantages of Regiocentrism. Including a brief definition........................................4
5.Outline the disadvantages of Polycentrism. Including a brief definition......................................4
6.HRM is significantly affected by formal and informal rules at both home and
overseas, specifically with regards to employment law and practice.
Regarding collective bargaining between the UK and Germany, briefly
outline any main differences...........................................................................................................5
7.Outline the importance of understanding national culture. Summarise any
key issues that may affect work relationships. Provide an example in your
answer.............................................................................................................................................5
8.Outline the key factors when recruiting and selecting an international
assignee...........................................................................................................................................6
9.Another approach to International
is to identify and develop
talent of host country nationals. Outline, in brief, your recommendations on
key management development initiatives.......................................................................................6
10.Following an oversees
a returning employee can offer
considerable insights and knowledge of host country to head office and
management. Outline your proposal and recommendations on what
policies and procedures should be in place for the return of expatriate
employees........................................................................................................................................7
11.International organisations need to consider their responsibilities when
sending employees to other countries. Outline any policies and procedures

that should be considered by the Board providing analysis on your
recommendations. ..........................................................................................................................7
12.One of the main concerns for international organisations regarding equality
is the different labour laws that exist in different countries. Briefly outline
two key differences and/or similarities between France and UK...................................................7
References .......................................................................................................................................9
1.Describe what is a Multinational Enterprise (MNE) and Transnational and
the
difference between these types of enterprises.
 Multinational enterprise- These are defined as those organisations which
operate in other countries other than home country around the world. It has
a centralized office where global management in coordinated.
 Transactional enterprise- These are defined as those companies or
organisation which operate in more than one country. It do not have a
centralized management system.
basis Multinational enterprise Transnational enterprise
Meaning Organisation that has facilities
in more than one countries
with centralized office
Organisations that has
facilities in more than one
countries without any
centralized office.
Operations Having subsidiaries in other
countries
Does not subsidiaries in other
countries.

2.Describe the key differences between International Human Resource
Management (IHRM) and Human Resource Management (HRM).
International human resource management(IHRM)- This management helps student to
discover how employee management works with global context. This is defined as the practice
of recruiting, hiring, deploying and managing an organisation's employees in international level.
Human resource management(HRM)- This is defined as a management approach recruiting.
Hiring, deploying and managing an organisation's employees in national level.
Basis International human
resource
management(IHRM)
Human resource
management(HRM)
Rule and regulations It follows worldwide in
organisation.
It follows in national
organisation.
Culture People belonging to various
culture can work effectively.
People belonging to one work
culture can work effectively.
3.Outline the four different staffing approaches for international ,
including a brief definition of each.
The four different staffing approaches of international human resource management are:
 Ethnocentric approach- Under this approach HR recruit the right person for right job on
the basis of skills required and willing of an employee to mix with organisation culture.
 Polycentric approach- Under this approach HR of home country recruit personnel for
managerial position of subsidiary company in host country.
 Geocentric approach- Under this approach HR manager of an organisation recruit most
eligible employee for its organisation irrespective of their nationality.
 Regiocentric approach- Under this approach managers are selected for an organisation
within the region of the world closely related to host country.
4.Outline the advantages of Regiocentrism. Including a brief definition.
Regiocentrism approach- Under this approach of management, the managers are
selected form different countries lying within the geographic area of business.

Advantages:
 By this approach organisation get to hire knowledgeable managers for an
organisation
 This help an organisation to develop good relation with neighbouring countries.
 It is less costly for an organisation to implement this staffing approch.
5.Outline the disadvantages of Polycentrism. Including a brief definition.
Polycentrism approach- Under this strategy, the HR manager of an organisation hire
employees on local level. It means form the host country
Disadvantages:
 By this approach employees hire from home country. Hence there is not linkage
between home and host countries.
 It lack communication between employees of host and parent company.
 Under this approach, there is lack of market knowledge of host countries.
 This arise a conflict between management of host and parent company due to
different thinking process.
6.HRM is significantly affected by formal and informal rules at both home
and
overseas, specifically with regards to employment law and practice.
Regarding collective bargaining between the UK and Germany, briefly
outline any main differences.
Employment laws: These are defined as rule and regulation that bind employee and employer
relation together. These laws clearly defined the legal boundation with other.
Basis Employment law in UK Employment law in
Germany
Formed It was formed in 1842 It was formed in 1856
Right to dismissal In UK, if employee is running
absent from a long period of
In Germany, there is no such
law exist right dismissal of an

time without any information,
then organisation has right to
dismiss them without any
reason.
employee.
7.Outline the importance of understanding national culture. Summarise any
key issues that may affect work relationships. Provide an example in your
answer.
Following are the importance of understanding national culture are:
 It helps to know the internal and external identify of an organisation.
 It helps to an organisation values.
 It helps helps to attain best people for an organisation.
Following are the key issues that may affect work relationship in an organisation are:
 Conflict with co-workers.
 Lack of communication sometime make working culture toxic.
 Sexual harassment with colleague.
 Poor performance also negatively affect organisation culture.
 High stress environment also negatively affect an organisation culture.
8.Outline the key factors when recruiting and selecting an international
assignee.
Factors consider while recruiting international assignee are:
 Adaptability to culture change- Under this HR manager have to consider whether an
employee will fit with an organisation culture or not.
 Physical and emotional health- Under this HR manager consider whether an employee is
physical and emotionally fit to adapt organisation culture.
Factors in selecting an international assignee are:
 Relationship with colleagues- While selecting, HR manager consider whether an
employee would be able to make relations with new colleagues or nor.

 Financial consideration and package- While selecting an employee, HR manager consider
financial package given to employee so that they can easily live in another place.
9.Another approach to International
is to identify and develop
talent of host country nationals. Outline, in brief, your recommendations on
key management development initiatives.
Following initiatives should be taken by HRM are.
 Educate employees very well about their assigned work and how they can achieve best
result out of it.
 Tell employees clearly about what an organisation expect from them and how they can
fulfil their expectations.
 Improve hiring process- An organisation should have to improve their hiring process, and
select an employee who can be an asset for an organisation not liability.
10.Following an oversees
a returning employee can offer
considerable insights and knowledge of host country to head office and
management. Outline your proposal and recommendations on what
policies and procedures should be in place for the return of expatriate
employees.
 Educate and engage with others- An employee returning form another country, should
educate and teach with other colleagues about what he has learned in organisation of
another country.
 Career development- An organisation should provide career development opportunities to
an employee who return form another country on the basis of what they have learned.

11.International organisations need to consider their responsibilities when
sending employees to other countries. Outline any policies and procedures
that should be considered by the Board providing analysis on your
recommendations.
 Communication- An organisation should make time to time communication with its
employees in order know how they are performing in an organisation of another country
and how they are personally feeling there.
 Provide food and accommodation facility- It a responsibility of an organisation to provide
hygienic food and better place of living to employee in another country.
 Bear all expenses- An organisation should have to bear all expense of an employee who
is going to another country for business purpose. Whether that expense are personal or
business related.
12.One of the main concerns for international organisations regarding
equality
is the different labour laws that exist in different countries. Briefly outline
two key differences and/or similarities between France and UK.
Difference between France and United Kingdom labour laws are:
Basis Labour laws of France Labour laws of United
Kingdom
Notice of termination In labour law of France , an
employee should give prior
notice to employee in less than
90 days regarding dismissal of
employee.
In labour law, an employer
should give 30 days prior
notice to employee regarding
dismissal of an employee.
Working hours In labour law of France, an
employee have to work for six
days per day.
In United Kingdom law, an
employee have to work for
nine hours per day.

Similarities between France and UK labour laws are:
 In both country laws, employer has a right to dismiss employee in case they are not
working as per company expectations.
 Any kind of workplace harvestmen with any female colleague is strictly prohibited under
both laws.

References
Books and Journals