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Question 1:
a) Under which contexts would someone be termed a "global manager"?
b) "A global manager is more a state of mind which embodies an openness and willingness to cross borders- geographical and cultural - as part of their career" ( Baruch 2004) Explain the statement above.
(c) Describe the following issues that an individual should consider before accepting to be a global manager
(i) Psychological Contract (ii) Different national managerial cultures (iii) International career systems and trajectories
Question 2:
"The global take up of HRM principles, particularly in the multinational, transnational and international firms and joint ventures has engendered puzzles when faced with the complexity of cross national and cross cultural encounters" .
Explain the following challenges that international human resource managers face: (i) Professionalisation versus integration of IHRM (ii) Local versus universal perspectives (iii) Workforce diversity (10 marks each)
Question 3:
As the human resource manager of an international organisation, what factors would you consider for effective selection of an expatriate candidate?
Question 4:
(a) What could be the objectives of an international compensation policy?
(b) Fully describe the components of an international compensation program
Comment on the various theories of leadership and comment on which model can best be applied to your organisation. Take a particular team and making reference to what is considere
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discuss that technological break through has brought radical changes in HRM?
Bulletin boards getting listing from employers there are many of whom pay a fee to have jobs listed-or sourced from newspapers, etc.
Question 1: (a) "Inappropriate Job Evaluation schemes are detrimental to an Organisation". Discuss. (b) Briefly describe broad-banding. Question 2: (a) Descri
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