As a part of the overall review of HRM operations, the company is interested in identifying key factors that differentiate its global and domestic operations and in understanding how it can develop a more global approach to HRM.
- Summarize key details about the case to date. What are the most important issues affecting SEIIC’s HRM? Your summary should be no more than one to two paragraphs. (Imagine that you are riding down the elevator with SEIIC’s CEO and she asks you to provide a high-level summary of what you’ve discovered so far. You have thirty seconds from the time she gets on the elevator until the time she gets off. What would you say?)
- With a focus primarily on the EU and Asian areas of operations, assess key factors that SEIIC should pay attention to in revising its approach to international HRM. Consider, for example, the cultural, economic system, and legal and labor relations similarities and differences in these areas of operation when compared to domestic (United States) operations.
- Analyze how these differences between EU, Asian, and domestic areas of operation may affect specific HRM activities including recruiting and staffing, training and development, compensation and benefits, performance management, and labor relations.
- Finally, justify how SEIIC should approach implementing HRM around the globe. Should it try to provide essentially a standardized, global HRM system or a highly specialized HRM system that is tailored to each location or region where it operates? What are the advantages and disadvantages of each approach and which would you recommend?
Submit your five page paper in APA style to the Submissions Area by the due date assigned.