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Dissertations / Theses on the topic 'International human resource management'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Stewart, Pamela Jo. "Expatriation and international human resource management." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22763193.

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2

Steingruber, William G. (William George). "Strategic International Human Resource Management: an Analysis of the Relationship between International Strategic Positioning and the Degree of Integrated Strategic Human Resource Management." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278946/.

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In Strategic International Human Resource Management (SIHRM), the human resource function is actively involved in the strategic activities of the firm. While the idea holds promise as a useful response to global competition, previous research has provided limited supporting empirical evidence. Specifically, few studies have sought to equate certain outcomes with the degree of SIHRM practiced across various types of international firms. By separating firms into categories such as multidomestic, global, and hybrid, and by classifying SIHRM according to the degree of integration with strategic pl

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3

Adeleye, Ifedapo Lanrewaju. "The diffusion of international human resource management practices in Africa." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509109.

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4

Yeo, Yvonne Hwee Hong. "Towards a three-dimensional conceptual model of international human resource management." Thesis, Yeo, Yvonne Hwee Hong (2014) Towards a three-dimensional conceptual model of international human resource management. PhD thesis, Murdoch University, 2014. https://researchrepository.murdoch.edu.au/id/eprint/27906/.

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5

Lakshman, Sangeetha. "Multinational Companies Executive Selection Practices : challenge of Human Resource Management in International Business Management." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0933/document.

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Les multinationales qui s’implantent à l'étranger en créant des filiales peuvent recourir à la stratégie globale, multi- nationale,transnationale et internationale afin de gérer leurs entreprises à l'étranger. Le recrutement international est un élément essentiel de lamise en oeuvre des quatre stratégies d’implémentation à l’étranger. Pour le recrutement, l'organisation peut suivre l'une des troisméthodes de dotation ou combiner les trois approches (PCN , HCN, TCN) en fonction des circonstances nationales et du cycle de vie duMNC. Dans les trois approches de recrutement (ethnocentrique, polyce

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6

Mary, JIMOH Oluwaseun. "International company human resource management: the modern business-functional for company growth." Master's thesis, Sumy State University, 2020. https://essuir.sumdu.edu.ua/handle/123456789/81773.

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У першій частині дипломної роботи „СТРАТЕГІЧНЕ УПРАВЛІННЯ КОМПАНІЄЮ” пояснюється, як стратегічне управління також має важливу роль, яку відіграють аналітичні та технічні навички, необхідні для отримання та використання конкурентних переваг, пов’язаних. Стратегічне управління залежить від того, що потрібно робити вищому керівництву. Це пов’язано з довгостроковою метою експлуатації. У 2-й частині дипломної роботи “Управління персоналом у міжнародному аспекті”: - Який персонал їм потрібно найняти? - Робітники з рідної країни (іммігранти), або місцеві робітники? - Як ми вибираємо, чи направлят

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7

Mayrhofer, Wolfgang, Paul N. Gooderham, and Chris Brewster. "Context and HRM: Theory, Evidence, and Proposals." Taylor & Francis, 2019. http://dx.doi.org/10.1080/00208825.2019.1646486.

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Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.

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8

Drouin, Nathalie. "The integration of human resource issues in the international joint venture formation process." Thesis, University of Cambridge, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.289796.

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9

Shen, Jie. "International human resource management policies and practices : an integrative framework in the Chinese context." Thesis, Bucks New University, 2003. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.714449.

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10

Dickmann, Michael Frank. "Balancing global, parent and local influences : international human resource management of German multinational companies." Thesis, Birkbeck (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340491.

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11

Bao, Chanzi. "Senior management perception of strategic international human resource management effectiveness : the case of multinational companies performance in China." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4437.

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The intense competition arising from globalisation requires MNCs to manage their HRs globally and strategically to become a source of competitive advantage. Hence, SIHRM acknowledges the need to balance global integration and local responsiveness, together with emphasising the importance of seeking strategic fit between HR policies and business strategy, which in turn leads to superior firm performance. Furthermore, this development also increased awareness and recognition of the role of senior managers and cultural traditions. Therefore, the primary purpose of this research was to explore the

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12

Kupka, Bernd, and n/a. "Creation of an instrument to assess intercultural communication competence for strategic international human resource management." University of Otago. Department of Management, 2008. http://adt.otago.ac.nz./public/adt-NZDU20080312.134104.

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The first research objective of this dissertation is to extend existing conceptualizations of intercultural communication competence to create a new theoretically grounded construct, the Rainbow Model of Intercultural Communication Competence. The second research objective of this dissertation is to utilize this foundation and assemble a new instrument, the 127-item Intercultural Communication Competence Inventory (ICCI). The ICCI consists of sub-scales to measure foreign language competence, non-verbal communication competence, perceptions of cultural distance, intercultural self-awareness, i

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13

Scullion, Hugh Gerard. "An empirical study of the international human resource management strategies and practices in British multinationals." Thesis, University of Newcastle Upon Tyne, 1997. http://hdl.handle.net/10443/731.

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14

Fanzutti, Arianna <1992&gt. "Danieli & c: management and development of international human resources." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12469.

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The purpose of this dissertation is to analyse how a company can deal with international human resources. The first part explains internationalization, from its meaning to the illustration of the process itself. We will then disclose how the environment and resources available influence the results. The second part, so, will illustrate how differences affect human resources management, analysing, for example, cultural factors and economic factors. Successively, the elaborate will take into account how international human resources are treated. The last part will present the company Danieli & c

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15

Bachmann, Michel. "Entwicklung eines integrierten Human Resource Management Konzepts für AIESEC in Switzerland." St. Gallen, 2005. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648344001/$FILE/01648344001.pdf.

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16

Picos, Pazos Claudia Maria, and Loredo Emiliano Ordoñez. "The influence of human resource allocation process on the employee satisfaction level : Quality research ALLEGION - an International Manufacturing plant." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-118056.

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The aim of this thesis is to study the influence that the human resource allocation process carried out at ALLEGION has over the employee satisfaction level of its employees. ALLEGION is an international manufacturing project-oriented company based in Ensenada, Baja California, Mexico, which operates with over 8,500 employees. Up until the development of this thesis, ALLEGION had never contemplated the job satisfaction level of its employees as a result of the human resource allocation process carried out in the company. Some studies have previously paid attention to the impact that best pract

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Chen, I. Chun Lisa. "The societal culture dimension within the human resource practices of Taiwanese management in the UK." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/68.

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This thesis examines approaches to international human resource management by Taiwanese MNCs located in the UK. A range of international human resource management models are discussed, from the universalist paradigm originating in the US to more contextual models, particularly those emphasising the impact of culture. The key elements of Chinese culture and their application to management are reviewed Interview and questionnaire data is drawn from 32 Taiwanese companies operating in the UK in the manufacturing and financial services sectors, and is analysed using SPSS and NVivo packages. Key fi

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18

Royal, Carol School of Industrial Relations &amp Organisational Behaviour UNSW. "Internal labour markets and human resource management in an international investment banking institution : deal makers in the global economy." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2000. http://handle.unsw.edu.au/1959.4/23047.

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This thesis investigates the continuing significance of the internal labour market construct for shaping human resource management practices in an international investment banking organisation. By adopting a historical perspective this study departs from existing literature and presents new explanations for understanding internal labour market theory in the investment banking industry. It also adds to existing scholarship on labour markets by considering more human resources indicators than have been previously used to differentiate labour market types. A range of approaches have been adopted.

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19

Feng, Lujia. "An assessment of International Human Resource Management (IHRM) practices in Chinese Multinational Corporations (MNCs) in Africa : standardisation or adaptation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/an-assessment-of-international-human-resource-management-ihrm-practices-in-chinese-multinational-corporations-mncs-in-africa-standardisation-or-adaptation(f92c67e8-0a2c-4d70-8f6d-53fe0b7bf1f8).html.

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International Human Resource Management (IHRM) plays a significant role in Multinational Corporation (MNC) management and governance, particularly when such organizations transfer policies and practices from their headquarters to subsidiaries overseas. However, there is some scepticism concerning the balance and coherence in the relationship between standardized systems set in MNC headquarters and the adapted practices in their subsidiaries. This may become evident when considering the factors that influence the design, conduct and related effectiveness of human resource practices such as perf

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20

Kim, Kowoon. "The Influence of Perceived Psychological Contract Violations on Expatriate Attitudes: The Moderating Role of Individual, Organizational, and National Factors." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3684.

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As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attentio

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21

Huynh, Ronny, Rickard Johansson, and Tuyet-Tu Tran. "Expatriate Management : Selection and Training in the Expatriation Process." Thesis, Jönköping University, JIBS, Business Administration, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-674.

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<p>One of the many tasks that an International Human Resource Management department has relates to the field of expatriation in which an employee is sent abroad to work in a foreign subsidiary. Expatriation is not a new concept, in the early modern era of expatriation after World War II, businesses were usually driven by international divisions that supervised the export issues, licensing and subsidiaries abroad. The main role of corporate human re-source department was to make it easier to select staff for foreign postings. This to find employees that were familiar with the activities and pro

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22

Oberholster, Abraham Johannes. "THE MOTIVATION OF NPO WORKERS FOR ACCEPTING INTERNATIONAL ASSIGNMENTS." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/84.

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This dissertation explores the underresearched topic of the motivation of non-profit organizational (NPO) workers for accepting international assignments (IAs). In the literature review, the motivation and reasons for working and living outside the home country by multinational corporate expatriates, international migrants, and long-term international volunteers are summarized. With the reasons for expatriation distilled from the literature, a self-determination theory (SDT) approach, and open-ended questions, the motivations for NPO workers to accept IAs are factor analyzed and triangulated u

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23

Andersson, Jennie, and Shabnam Heidaripour. "Effective Repatriation : A case study of Volvo Construction Equipment in Eskilstuna." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-625.

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<p>Background: Going abroad for a number of years to live and work in a different country and culture is a major change for most people. To make this easier and minimize the risks of facing adjustment difficulties for these people going abroad, companies’ Human resource departments, in particular, have great responsibilities. It is also mainly their responsibility to ensure a smooth re-adjustment for employees returning to home country after a completed international assignment. Today many companies not only underestimate the problems related to an unsuccessful repatriation process, but also d

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Darby, Roger. "International human resource management : a study of the role of organisational support systems in determining the subsequent performance of expatriate managers." Thesis, University of Sussex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.313967.

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This research considers the effective deployment of expatriate managers by international organisations. It is argued that success on international placements is partly dependent upon the identification and development of support for personnel managing such assignments Extant research indicates that the success rates of international assignments are not commensurate with the investments made by organisations. A number of key elements have been identified which, it is argued, if properly supported could ensure a greater degree of satisfaction and success of the `dual' expatriation process. Centr

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25

Edwards, Susan Teresa. "Yeepam efatawo : we sew and it fits you : the social and cultural context of small-scale enterprise in the tailoring and dressmaking sector of southern Ghana." Thesis, University of Hull, 1997. http://hydra.hull.ac.uk/resources/hull:5396.

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26

McGill, John Owens IV. "The impact of executive coaching on the performance management of international managers in China." Thesis, The University of Sydney, 2010. http://hdl.handle.net/2123/7104.

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In an action research case study eleven managers of a UK subsidiary based in China participated in an executive coaching intervention of 6-10 sessions in person and over the telephone. The purpose of the study was to explore the impact of executive coaching on the development and performance of expatriate managers and the host-country national Chinese managers individually and working together as a part of a management team. This study represents the first exploration of executive coaching for international managers of a single organisation, where the participants were a mixture of Western e

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27

Jacobsson, Therese, and Jessica Palmqvist. "Internationell kompetensförsörjning : tre svenska företags erfarenheter av expatriering och expertskatten." Thesis, Södertörn University College, School of Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-3705.

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<p><strong>Frågeställningar:</strong> Hur använder svenska multinationella företag expatriering? Hur fungerar expertskatten i förhållande till dess syfte? Vilka konsekvenser medför användandet eller icke-användandet av expertskatten för företagen?</p><p><strong>Syfte:</strong> Syftet är att undersöka hur svenska multinationella företag använder sig av expatriering som kompetensförsörjning och i det perspektivet utreda huruvida expertskatten fungerar i förhållande till dess syfte.</p><p><strong>Metod:</strong> En tvärsnittsundersökning genomfördes vid insamling av det empiriska materialet. Prim

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Sakurai, Yuka, and Yuka Sakurai@anu edu au. "Problems and Prospects in Cross-Cultural Interactions in Japanese Multinational Corporations in Australia." The Australian National University. Faculty of Economics and Commerce, 2001. http://thesis.anu.edu.au./public/adt-ANU20020122.092141.

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As multinational corporations (MNCs) are extending their international operations they need to examine issues such as the localisation of human resource policies and management, and the effective use of local and expatriate managers. Examination of expatriate studies indicates a lack of attention given to the relationships between expatriate managers and local managers or the perspectives of local managers working in MNCs. This thesis attempts to fill these gaps by focusing on the cross-cultural interactions between expatriate and local managers. This thesis addresses the importance of positiv

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Conlin, Brad. "INGO Performance Management Practices and the Need for Accountability." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32143.

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This study provides a comprehensive look at the current state of best practices in performance appraisal systems in the public and private sector. From this, the main objective for this research paper is to investigate the reasons why INGOs are not currently able to properly implement a ‘best practices’ based performance appraisal system. Furthermore, this paper will provide both future research questions, as well as practitioner based recommendations. In addition, it will examine the need for higher levels of accountability in INGOs through appropriate performance appraisal systems.

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Fletcher, Louise Maree 1975. "Enhancing international strategic predisposition and organisational culture for the effective management of human resources in Australian multinational hotels." Monash University, Dept. of Management, 2005. http://arrow.monash.edu.au/hdl/1959.1/5137.

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31

Káčerová, Martina. "Návrh efektivní personální politiky ve společnosti DSG International SSC,s.r.o." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222322.

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Tato diplomová práce hodnotí způsob řízení lidských zdrojů ve společnosti DSG International SSC s. r. o. Na základě teoretických východisek se zabývá rozborem jednotlivých personálních činností. Dotazníkové šetření odhaluje silné a slabé stránky týkající se spokojenosti zaměstnanců a charakteristických rysů jejich práce. Navržené kroky na zlepšení poskytují možnost jak v budoucnu dosáhnout větší efektivity v oblasti řízení lidského kapitálu.

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32

Gannon, Judith Margaret. "Strategic human resources and their management : the case of unit general managers in international hotel companies." Thesis, Oxford Brookes University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444287.

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33

Aguzzoli, Roberta López. "Gestão de pessoas internacional como multinacionais brasileiras internacionalizam seus recursos humanos?" reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2007. http://hdl.handle.net/10183/11234.

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Ao longo do século XX, o comportamento das empresas tomou novos rumos. A globalização e a conseqüente abertura do mercado tornaram-nas mais competitivas, exigindo a busca por novas alternativas que as mantivessem rentáveis. Desta forma, diversas empresas, na procura por novos mercados, alternativa à sua sazonalidade, busca por conhecimento, diversificação de risco, ou mesmo de vantagens produtivas, internacionalizaram suas atividades. Tal processo impactou no gerenciamento das pessoas e na estrutura dos Recursos Humanos. Portanto, objetiva este estudo compreender como multinacionais brasileira

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Duderija, Amina, and Karlsson Frida. "Borta bra men hemma bäst? : En studie om hur Stora Enso arbetar med Gender Diversity Management i relation till nationell kultur." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415742.

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Trots att industrin står för hela 20 % av den totala sysselsättningen i Sverige, utgörs 80 % av branschens anställda av män. I denna kvalitativa studie av det multinationella företaget Stora Enso, undersöktes företagets arbete med Gender Diversity Management på marknader med olika typer av nationell kultur. Teorier som berör International Human Resource Management, Gender Diversity Management och nationell kultur utgör studiens teoretiska referensram. Fem intervjuer har genomförts med informanter från Stora Ensos olika avdelningar. Studien visade att Stora Enso har en del lokala policys gällan

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35

Keeley, Timothy. "Host country national managers in Japanese subsidiares in Southeast Asian countries and Austalia (Malaysia, and Singapore and Thailand)." Thesis, Queensland University of Technology, 2000. https://eprints.qut.edu.au/106895/1/T%28BS%29%20214%20Host%20country%20national%20managers%20in%20Japanese%20subsidiaries%20in%20Southeast%20Asian%20countries%20and%20Australia%20%28Malaysia%20and%20Singapore%20and%20Thailand%29.pdf.

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This thesis focuses on how well host country national (HCN) managers are integrated into the management process of Japanese subsidiaries in Southeast Asia and Australia as well as in that of the parent companies themselves. It appears that in the majority of Japanese subsidiaries in Southeast Asia and Australia management control is firmly in the hands of Japanese parent company national (PCN) managers. The most important decisions are made by Japanese employees who are either working temporarily at the overseas subsidiary or at the parent company in Japan. HCN managers play a minor role in t

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Адекунле, А. А. "Analysis of formation and implementation of company strategy (case study of Mondelez International)." Master's thesis, Сумський державний університет, 2018. http://essuir.sumdu.edu.ua/handle/123456789/71865.

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Нова роль людини у виробництві та швидкі зміни в економіці, організаційній культурі та технології по-новому встановлюють такі завдання, як ретельний відбір, навчання, винагорода та раціональне використання персоналу. Вирішення цих завдань в рамках традиційної роботи з персоналом виявилося неможливим. Управління персоналом в сучасних умовах має бути невід'ємною частиною процесу планування та реалізації стратегії. Сьогодні стратегічні цілі організації можуть бути реалізовані тільки персоналом, який відповідає як кваліфікаційним вимогам, продиктованим конкретною стратегією, так і мотиваційним вим

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Karim, Lawko, and Julia Lindahl. "Is Your Diversity Agenda Really Working? : A case study on Boston Consulting Group (BCG) in Sweden." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447970.

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In the last decades, research in the field of diversity management has placed a focus on inclusion. It is argued that a diverse and inclusive workplace can lead to productivity and creativity, thus economic growth. However, in order to effectively manage diversity, it is important to recognize the differences in individuals as a focus on sameness can create an exclusionary environment where employees conform to the mainstream culture. This, according to more recent research in the topic, remains a diversity challenge. Further, diversity management has placed an increased awareness on the impor

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Mohamed, Rosmah. "International comparative study of the effects of 'best practice' human resource management on worker outcomes in local government organisations : a case between England and Malaysia." Thesis, Cardiff University, 2007. http://orca.cf.ac.uk/54329/.

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This study empirically tests the universal thesis which proposes that 'best practice' HRM leads to enhanced individual and organisational performance. Research on the relationship between 'best practice' HRM and organisational performance has been of increasing interest over the last few decades. Findings from these studies have reported positive relationships between 'best practice' HRM and organisational performance however the majority of studies have used company-dominated performance measures. Few have considered the effects of HRM practices on worker outcomes - a significant omission in

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McAloon, Patrick O. "Chinese at Work: Evaluating Advanced Language Use in China-related Careers." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1218548897.

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Grigorovová, Petra. "Specifika personálního řízení v multinacionální společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-11043.

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This thesis explores specific aspects of human resource management in an international environment. The purpose of the thesis is to analyse some of HR activities in an multinational organization and to provide recommendations to challenging areas in company Concur.

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Santos, Rute Pedrosa dos. "New trends on expatriation and challenges for IHRM : a state of the art." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13319.

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Mestrado em Gestão de Recursos Humanos<br>A globalização das economias, ao longo dos anos, levou ao aumento do número de empresas a operar internacionalmente. Consequentemente, o número de missões internacionais continua a aumentar, enquanto as empresas adoptam abordagens mais flexíveis. Surgem então alternativas às tradicionais missões de expatriados de longa duração, não sendo claro em que medida é que estas alternativas são menos disruptivas para a vida dos colaboradores. Apesar da crescente tendência entre as EMN (Empresas Multinacionais) em contar com estas formas de missões alternativas

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Kyeyune, Catherine. "Towards the Development of a Cultural Competence Framework for Human Resource Development Professionals in International Business: A Study of Best Practice Learning and Diversity Companies." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/654.

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In a global environment, growing business corporations have recognized the role diversity plays in business development. However, the human resource development (HRD) profession charged with the responsibility for developing any organization's human resources, has not defined what cultural competence is and its role in improving the performance of HRD professionals. This study sought to define cultural competence and determine how it could be developed and assessed. The theoretical framework used was an intercultural perspective of intercultural competence, studies in HRD that focus on a trai

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Barrón, Löthman Laura. "Leading Organizational Change Globally : A study of the success factors for effectively driving change in a multicultural and international company." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-64760.

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Organizations face challenges in terms of costs and resistance when dealing with change. Global organizations face additional challenges with change when dealing with differences in national culture. The purpose of this thesis was to investigate organizational change in an international and multicultural environment. The aim was to discover how global companies can effectively drive change by analyzing perspectives, experiences, attitudes and values of change of employees of different nationalities and positions in a global company. Research questions such as: “What factors enable or prevent t

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Stendahl, Emma, and Lovisa Tideman. "Ledaren - Företagets juvel? : En fallstudie om ledarens betydelse för företagets internationella framgång." Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-5869.

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<p>Syftet med uppsatsen är att studera det växande behovet av International Human Resource Management (IHRM) i syfte att skapa förståelse för företagets interna resurser och hur dessa kan bidra till företagets utveckling. För att uppnå uppsatsens syfte har vi utformat följande huvudproblem; I vilken utsträckning kan ett företags strävan efter internationell framgång förstås genom dess ledare<em>?</em> För att besvara det formulerade huvudproblemet har vi valt att använda en kvalitativ ansats och tillämpat fallstudie som forskningsstrategi.</p><p>Den teoretiska referensramen innefattar en beskr

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Mukazhanova, Karina, and Karina Mukazhanova. "A Cross-Cultural Comparison of Leadership Choices: Commonalities and Differences Among Female Leaders in the United States, Kazakhstan and Sweden." Thesis, University of Oregon, 2012. http://hdl.handle.net/1794/12398.

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This study examines commonalities and differences in leadership choices preferred by female leaders in Kazakhstan, Sweden and the United States of America. The results of the study show that all respondents (1) value the same leadership traits; (2) recognize the importance of mentorship; (3) share the same opinion about what is the most common mistake that can derail a leader's career and (4) face the same challenges at the workplace. The study revealed differences in following categories: (1) family-work balance issue; (2) conflicts at the workplace; (3) leadership development practices; (4)

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Pearce, Alison. "How can international staff exchange be implemented as part of the execution of an internationalisation strategy in UK higher education? : the case of a strategic entrepreneur." Thesis, Northumbria University, 2011. http://nrl.northumbria.ac.uk/5456/.

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This work constructs a bridge across the "knowing-doing gap" of international staff exchange: the gap between strategy formulation and its execution within the constraints of a post-1992 university business school in the UK. It goes beyond the common, well-intentioned and yet vague statements involving the "encouragement" of international staff exchange to propose a model of execution through strategic entrepreneurship. The promotion of international staff mobility is a founding principle of the "Bologna Process", designed to create a converged system of higher education across Europe. Many UK

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Suengkamolpisut, Wallapa. "Examining the gap between employees’ expectations and their experience of HR practices in luxury five-star hotels in Thailand. A cross-sector comparison of local hotels, national and international chains hotels." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/17207.

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Tourism and hospitality play a crucial role in the growth of the Thai economy and hoteliers need to consider how to retain their talented employees. The major output of tourism and hospitality is service and this is most critically driven by the human capital of the organisation and supported by human resource practices. This study examined workforce expectations and experiences of work relationships, job security, WLB, pay and remuneration, PM systems, career promotion, training and development and challenging job roles in luxury five-star hotels in Thailand. It employs a multi-method

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Plakhotnik, Maria S. "How Employees with Different National Identities Experience a Geocentric Organizational Culture of a Global Corporation: A Phenomenological Study." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/319.

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A global corporation values both profitability and social acceptance; its units mutually negotiate governance and represent a highly interdependent network where centers of excellence and high-potential employees are identified regardless of geographic locations. These companies try to build geocentric, or “world oriented” (Marquardt, 1999, p. 20), organizational cultures. Such culture “transcends cultural differences and establishes ‘beacons’ – values and attitudes – that are comprehensive and compelling” (Kets de Vries & Florent-Treacy, 2002, p. 299) for all employees, regardless of their na

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Eriksson, Julia, and Sarah Hylén. "Ett bättre klimat startar med HRM? : En kvalitativ studie om gröna HR-aktiviteter inom multinationella industriorganisationer." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-45788.

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Problem: Inom området Grön Human Resouce Management (HRM) har en begränsad mängd empiriska underlag producerats och forskare hävdar att ämnet kräver mer forskning, särskilt i relation till multinationella organisationer. Övervägande del av befintliga studier om grön HRM har undersökt området genom kvantitativa metoder och denna studie avser därför att studera området kvalitativt. För att utöka den empiriska forskningsgrunden har studien avgränsats till att studera multinationella organisationer (MNC) som är verksamma inom industrisektorn. Syfte: Syftet är att skapa en ökad förståelse för hur

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Gallon, Shalimar. "O processo de expatriação na internacionalização empresarial : estudo de casos múltiplos em uma empresa portuguesa e uma empresa brasileira." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/131342.

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A expatriação é um processo corrente na condução dos negócios internacionais, auxiliando na interface e no alinhamento de políticas e práticas da Gestão de Recursos Humanos (GRH) com a estratégia empresarial, tendo, pois, importância na sua expansão global. A principal contribuição do presente estudo é explorar o processo de expatriação na perspectiva estratégica, destacando a importância de seu planejamento, a fim de contribuir para a consecução dos objetivos globais da organização. Defende-se que a internacionalização de uma empresa requer a presença de expatriados, sobretudo no início deste

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