human resource management transfer challenges within multinational firms B u s i n e s s F i n a n c e

of international human resource management as you determine which of the four final applicants to hire into a global executive position.

You are a member of the management committee of
a MNE that conducts business in 23 countries. While your company’s
headquarters is located in the Netherlands, your regional offices are
located fairly evenly throughout the four hemispheres. Primary markets
have been in the European Union and North America; the strongest
emerging market is the Pacific Rim. Company executives would like to
develop what they see as a powerful potential market in the Middle East.
Sales in all areas except the Pacific Rim have shown slow growth over
the past two years.

At present, your company is seeking to
restructure and revitalize its worldwide marketing efforts. To
accomplish this, you have determined that you need to hire a key
marketing person to introduce fresh ideas and a new perspective. There
is no one currently in your company who is qualified to do this, and so
you have decided to look outside.

The job title is “Vice President for Global
Marketing”; an annual salary of $250,000-$300,000, plus elaborate
benefits, an unlimited expense account, a car, and the use of the
corporate jet. The person you hire will be based at the company’s
headquarters in the Netherlands and will travel frequently.

A lengthy search has turned up four people
with good potential. It is now up to you to decide whom to hire.
Although all the applicants have expressed a sincere interest in the
position, it is possible that they may change their minds once the job
is offered. Therefore, you must rank them in order of preference so that
if your first choice declines the position, you can go on to the
second, and so on.

First, read the biographies of each applicant. As you are doing
this, rank each of them from 1 to 4, with 1 being your first choice, and
explain your reasons for their ranking

For your essay this week, respond to the following questions using the decisions you have made with your rankings.

1. The first section of your paper should be an overview of your rankings and reasons for your decisions.
2. Did your decision include any culturally
   based biases you may have—for example, feelings, personality traits, or
   politics in your rankings?
3. Did you make any observations that you feel
   would have been fully acceptable in your own culture, but were not
   accepted in other cultures? If so, explain.
4. What implications do you believe any of the
   applicant’s cultural differences would have in business dealings? In
   what countries or cultures?
5. What expatriate adjustments for the candidate need to be considered? How will the company handle these?
6. Explain the decision-making process you used to make your decisions.

Park L.

Park L. is currently senior vice president for
marketing at a major South Korean high-technology firm. You have been
told by the head of your Seoul office that his reputation as an expert
in international marketing is outstanding. The market share of his
company’s products has consistently increased since he joined the
company just over 15 years ago. His company’s market share is now well
ahead of that of competing producers in the Pacific Rim.

Park graduated from the University of Seoul
and has worked his way up through the ranks. He does not have a graduate
degree. In addition to his native tongue, Park is able to carry on a
reasonably fluent conversation in English and has a minimal working
knowledge of German and French.

Saya K.

Saya K. is a woman living in Malaysia. She
began her teaching career while finishing her DBA (Doctorate in Business
Administration) at the Harvard Business School and published her first
book on international marketing ten months after graduation. Her
doctoral dissertation was based on the international marketing of
pharmaceuticals, but she has also done research and published on other
areas of international marketing.

Two months after the publication of her book,
Saya went to work in the international marketing department of a Fortune
500 company, where she stayed for the next ten years. She returned to
teaching when Maura University offered her a full professorship with
tenure, and she has been there since that time. In addition, she has an
active consulting practice throughout Southeast Asia. In addition to
fluency in Malay, English, and Japanese, Saya speaks and writes German
and Spanish and can converse in Mandarin.

Peter V.

Peter had worked in a key position in the
international marketing division of a US Fortune 100 company until the
company pulled out of his country South Africa eight months ago. Peter
has a long list of accomplishments and is widely recognized as
outstanding in his field.

Peter has a PhD in computer science from a
leading South African university and an MBA from Purdue’s Krannert
School of Business.

Peter speaks and reads English, Dutch, Afrikaans, and Swahili and can converse in German.

Joe P.

Joe is currently job hunting. His former job
as head of marketing for a single-product, high-technology firm—highly
specialized workstations for sophisticated artificial intelligence
applications—ended when the company was bought out by Texas Instruments.

Joe has both his undergraduate and MBA degrees
from Stanford University. In addition, he was a Rhodes Scholar and won a
Fulbright scholarship, which he used to support himself while he
undertook a two-year research project on the marketing of
high-technology equipment to Third World countries. In addition to his
native English, Joe has a minimal command of French—which he admits he
hasn’t used since his college days.

Your well-written paper should meet the following requirements:

• Be 6-8 pages in length, which does not include the title page,
  abstract, or required reference page, which are never a part of the
  content minimum requirements.
• Use Saudi Electronic University academic writing standards and APA style guidelines.
• Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.
• References :
• Chapter 14 PowerPoint slides in International Management: Culture, Strategy, and Behavior
• “Personal Skills Building Exercises: Whom to Hire” (p. 596) in International Management: Culture, Strategy, and Behavior
• Oppong, N. (2018). Human resource management transfer challenges within multinational firms. Management Research Review, 41(7), 860-877.
• Rizwan, T. (2018). Expanding horizons and expatriate adjustment. Cross Cultural & Strategic Management, 25(3), 401-424.
• Tsai, C., Carr, C., Qiao, K., & Supprakit, S. (2017). The International Journal of Human Resource Management, 1-28.
• Luthans, F., & Doh, J. P. (2018) International management: Culture, strategy, and behavior(10th ed.) McGraw-Hill Education, New York, NY ISBN 13: 978-1259705076 ( my textbook )