Global Human Resource Management Case Study

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IBS Center for Management Research (2010)
These consist of two short case studies in global human resource management. The first case is about ArcelorMittal, SA (ArcelorMittal). After the formation of the world's largest steel company ArcelorMittal in 2006, the top management decided to make English the official corporate language. They contended that global management required a shared language and thus started providing on-line training in English to its managers and other high-potential employees. The management felt that training in English business language skills would help increase the company's global competiveness and also open up career advancement possibilities for its employees. The second case is about AstraZeneca, Plc the world's fifth largest pharmaceutical company. AstraZeneca is known for its strong expatriate management practices. The company has put various mechanisms in place to prepare employees for life in a different country. AstraZeneca, like other companies, has also been challenged to have a relook at its expatriate management practices in the light of the global economic slowdown. The cases are structured to enable students to: (1) understand issues and challenges in global human resource management; (2) study ArcelorMittal's English language training initiative and analyse whether this will help the company communicate across borders and cultures; (3) analyse whether the initiatives taken by ArcelorMittal will help increase its global competitiveness; (4) study AstraZeneca's expatriate management practices; (5) understand how the initiatives adopted by AstraZeneca in this area will help its employees on international assignments adjust well to their work environment, perform well and attain a work / life balance; (6) analyse AstraZeneca's decisions related to expatriates in the face of the ongoing economic recession; and (7) explore ways in which companies could improve upon their respective initiatives. These short cases are intended for MBA / MS level students as part of the global human resource management curriculum. They can also be used in the general management and strategic management curriculum. The teaching note includes the abstract, teaching objectives and methodology, assignment questions, feedback of case discussion, and additional readings and references. The teaching note does not contain an analysis of the case.
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Case Study#1: Global Human Resource Management at Coca-ColaAnswer1.I consider that Coca-Cola’s takes both polycentric and geocentric for their staffing policy while polycentricmethod accounts the most. As we can see from the article, Coca-Cola tries to staff its operations with localpersonnel for the reason of local people are better equipped to do business at their home locations.However, expatriates are needed in the system for two main reasons. One is to fill a need for a specific setof skills that might not exist at a particular location. The second reason for using an expatriate is to improvethe employee’s own skill base. Coca-Cola believes that because it is a global company, senior managersshould have had international exposure.2.HRM in Coca-Cola functions as a coordinator as well as a trainer between local business and homebusiness. HRM in Coca-Cola aim to develop and provide the underlying philosophy around which local

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