Critically evaluate the best practice, best fit, and resource-based view frameworks for strategic HRM and their application in multinationals.
Critically assess the use of an ethnocentric approach to the appointment of leadership roles in a multinational’s foreign subsidiaries.
Diversity, inclusion, and equal opportunities are common goals among multinational firms. Why is it so difficult for these firms to deliver significant changes to the composition and configuration of their workforce?
Critically analyze the typical features of business and employment in Japan and how these features influence approaches to HRM in Japan in comparison to the USA.
Critically examine the claim national culture robustly explains international differences in HRM. Justify your answer.
Multinationals often seek to transfer HRM practices from their headquarters to their subsidiaries in other countries. What factors are likely to influence the likelihood of this and why?
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