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Running head: IHRM FUNCTIONS OF A MULTINATIONAL ENTERPRISE1IHRM Functions of a Multinational EnterpriseStudent's nameInstitution
IHRM FUNCTIONS OF A MULTINATIONAL ENTERPRISE2Table of ContentsIntroduction....................................................................................................................................3Two HRM Functions of both the Home and the Host Country.................................................5An Evaluation of the Current IHRM Policies and Practices.....................................................7Conclusion....................................................................................................................................10Recommendations........................................................................................................................10Bibliography.................................................................................................................................11
IHRM FUNCTIONS OF A MULTINATIONAL ENTERPRISE3IntroductionThe most ardent definition of multinational enterprises asserts that they are businesses whichoperate in distinct states while the business headquarters and the central management areretained in the home country. PUMA SE, is a German based multinational corporation and itschief business lies in the manufacture of casual footwear and athletic outfits and apparel locatedinHerzogenaurah, Bavaria, Germany (home country) and it has several subsidiaries located inthe U.S ( host country). The backbone of the company’s organizational effectiveness is attachedto the fact it views its employees as the key determinants of their success. The recruitment in thecompany is heavily centered on the employee’s talents to ensure that they are passionate forsports and the companies brand image. The employees are the key determinants of thecompany’s profitability because they are at the center of the attainment of the company’sstrategic goals. The differentiating culture in PUMA SE is intertwined with the employee’scommitment, creativity, collaboration and confidence towards the attainment of the company’sobjectives. The company employs participative leadership models to ensure that the employeesare free to improve their skills, work performance and vital skills in the work criteria’s. Thecompany capitalizes on the key approaches in integrating employee diversity in the workenvironment. This is promoted by the active adoption of gender equality policies and creativityin the contemporary work place. The enterprise has integrated diverse policies to enhance theemployee’s motivation levels by spearheading coaching and mentoring approaches in a bid tocreate reliable leaders who are vital in spearheading the company’s direction if appointed to thetop management roles. The rationale is wide and far reaching and it has led to the creation ofinternship programs for new employees to enhance knowledge sharing through internal trainingapprenticeship approaches. The company has adopted distinct corporate bodies to spearhead the
IHRM FUNCTIONS OF A MULTINATIONAL ENTERPRISE4management functions and this include the top leadership, the supervisory authorities and thechief executive board. The company has adopted clear communication channels via a top downapproach which entails the free flow of information from the top management to the junioremployees. The appointed executive board represents the top management platform while thefinance department, the marketing department and the human resource sectors represent the

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