This essay is more like a COMBINATION of Literature Critical Analysis AND Case Study.
0. Emphasizing: Pay highly attention on the “Assignment format” on the uploaded “requirements_abp_hrm_assignment……” file. ON THE “Assignment format” PART, PLEASE CAREFULLY GO
THROUGH IT! It requires for “Introduction” “Title””Short abstract”Conclusion and possible recommendations”……ETC. YOU NEED TO STRICTLY FOLLOW IT, OTHERWISE YOU HAVE TO REVISE IT
ANYWAY. PLEASE CONTROL WORD BETWEEN 2800 TO 3000 EXCEPT REFERENCES.
1. Need about 10-15 references, ESPECIALLY in the case study part, when you quote information from the company’s official website,it needs you to QUOTE where you EXACTLY you get the
infomation of the company by references(EXACT URL LINK). It MUST BE traceable!!
2. Need turnitin report(which I will get the report but you need to make sure the similarity will less than 10%)
3. Better done it asap, in case new orders coming and there might have some revision requests.
4. uploaded two files, one is requirements and instructions, the other is tutorial slide.
ASB-4904 and ASB-4897:Applied Business Project (HRM) Assignment2014
What is the impact of globalization on HRM in multinational organizations?
The assignment question reflects the core themes addressed during the ABP HRM module. The aim of the assignment is to encourage students to combine theoretical and practical aspects of
HRM by referring to organization case study examples when assessing the core theories and themes in the HRM academic literature. In particular, students are expected to engage in critical
analysis of relevant HRM academic literature, from sources recommended below, in the module outline, at the end of lecture slides, or sources derived from their own wider reading. It is not
enough to rely on lecture notes or non-academic internet sources.
SELECTONEMULTINATIONAL CASE(with operations in its home country and at least one other foreign host country) with which you are familiar – one that you can access relevant HRM information
about(for example, one you have worked for, had an internship in, an organisation familiar to family/friends, or that you have been able to find detailed information about in journal articles,
books, newspapers, internet).
In completing the assignment, you are expected to address the following five issues:
1. Strategy: firstly, briefly summarize the impact of globalization on the multinational organisation’s overall business strategy and then its overall HR strategy.
2. HRM practices: secondly, analyse the impact of globalization on the various components of HRM policy and practice in the multinational organization under the four main HR functions
covered in the module: resourcing the organization, human resource development (HRD), employment relations, performance and reward. The list of HR policies and practices that might be
assessed under these four areas include: talent management, recruitment and selection, employee engagement, organizational culture, training and development, employee voice and
participation rights (industrial democracy), pay, reward & performance management (these might be referred to by other labels).
3. To what extent is there ‘strategic international/global HRM’ at your chosen multinational organization? Examine to what extent the various components of HRM are linked to achieving
overall business strategy (vertical integration). Evaluate to what extent the various components of HR practice are consistent and support each other in achieving the overall HR strategy
(horizontal integration). Discuss in relation to relevant academic literature on strategic HRM (for example, ‘best fit’, ‘best practice’, ‘resource-based view’).
4. Another theme to be discussed in your assignment is how different organizational, sector/industry, country, and international contexts mediate the impact of globalization on HRM
policies in your multinational case company.
5. Provide brief conclusionsabout the impact of globalization on HRM. Then briefly recommend possible improvement in HR management in your chosen multinational organization to try
to address challenges of globalization.
Selected recommended reading
Beardwell J. and Claydon, T. (2010) Human Resource Management a Contemporary Approach (6th edition). Harlow: FT Prentice Hall. Chapters 15,16,17.
Bratton, J., and Gold, J. (2012) Human Resource Management: Theory and Practice (5th edition). Hampshire: Palgrave Macmillan. Chapter 15
Colling, T. and Terry M (2010) Industrial Relations Theory and Practice (3rd edition). Chichester: John Wiley & Sons. Chapter 9 on multinationals.
Collings, D., Scullion, H. and Dowling, P. (2009), ‘Global staffing’, International Journal of Human Resource Management, 20(6): 1253-72.
Delbridge, R., Hauptmeier, M. and Sengupta, S. (2011), ‘Beyond the enterprise: broadening the horizons of international HRM’, Human Relations, 64(4): 483-505.
Farndale et al., (2010), ‘Context-bound configurations of corporate HR functions in multinational corporations’, Human Resource Management, 49(1): 45-66.
Ferner, A., Tregaskis, O., Edwards, P., Edwards, T., Marginson, P., Adam, D. and Meyer, M. (2011), ‘HRM structures and subsidiary discretion in foreign multinationals in the UK’, International Journal
of Human Resource Management, 22, (3), 483-509.
Gilmore, S. and Williams, S. (2013). Human Resource Management. Oxford: Oxford University Press. Chapter 15.
Harvey, G. and Turnbull, P. (2010), ‘On the go: walking the high road at a low cost airline’, International Journal of Human Resource Management, 21(2): 230-41.
Kramar, R. and Syed, J. (2012), Human resource management in a global context. Basingstoke: Palgrave Macmillan.
Redman T. and Wilkinson, A. (2013) Contemporary human resource management: text and cases (4th edition). Harlow: Prentice Hall. Earlier edition available in library.
Schuler, R. et al., (1993), ‘An integrative framework of strategic international human resource management’, Journal of Management, 19(2): 419-59.
Schuler, R., Jackson, S. and Tarique, I. (2011) ‘Global talent management and global talent challenges: strategic opportunities for IHRM’, Journal of World Business, 46: 506-16.
Smith, C. and Meiksins, P. (1995), ‘System, societal and dominance effects in cross-national organisational analysis’, Work Employment and Society, 9(2): 241-68.
• Length should be no more than 3,000 words (excluding appendices, if included).
• It must include correct and appropriate referencing, which will influence marks (see the Bangor Business School referencing guidelines placed on blackboard).
• Please ensure the assignment is carefully proof-read.
• The report must be submitted both electronically (through Blackboard) and a paper copy handed in at the Postgraduate Administration Centre (in front of Hen Goleg) by 4.00pm on
Tuesday 30th September 2014.
• Requests for extensions will only granted due to serious personal mitigating circumstances, supported by appropriate evidence (e.g. medical certificate).
• No plagiarism or cutting and pasting of internet sources! Assignments are checked on Turnitin.
• It should be presented in the format below.
– Short abstract/summary (approximately 100 words)
– Main body: combination of discussing HRM practices in the multinational case organisation and relating this to critically analysing relevant academic literature (use sub-headings for
– Conclusion and possible recommendations
– Appendices (if necessary)
Marking Scheme for ABP assignment (assessment criteria)
Excellent 70+ 60s 50s 40s Fail Poor
Excellent assignment, eg. well researched, focused, presented & referenced Poor assignment, eg. little research, poor focus, inadequate
/incorrect referencing, spelling/typing errors
Appropriate review of relevant literature. Evidence of independent thought and ‘critical analysis’ of academic literature. Superficial, descriptive &
limited literature review
Presents ‘new’ material Merely re-presents lecture notes or cuts & pastes internet sources
Demonstrates clear grasp of HRM and HR practices in the case organisation, and relates to theory/academic literature. Demonstrates little
understanding of HRM generally and/or HR practices in the case organisation
Uses real examples, or experience, to relate theory to practice Makes no attempt to use any examples or draw on experience
Dr Tony Dobbins May 2014
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