Please respond to the following:
What are the issues of standardization and localization in general for multinational enterprises (MNEs) and how do they particularly manifest themselves in IHRM activities? Which of these issues do you think is most important to effective IHRM? How should IHRM departments address this issue?
Be sure to respond to at least one of your classmates’ posts.
Good Evening Class, The types of issues that arise when using standardization and the location of multinational enterprises will vary on the type of business the company is. For example, a major disadvantage of standardization inside multinational enterprises is standardization costs. The cost aspect of the IHRM can prove problematic if the protocols in place do not ensure the safety of the goods and the employees. The biggest difference between standardization and localization is that standardization makes sure that brand consistency is achieved throughout the company. Localization is focusing your tasks on specific aspects of the business that need improvement. I think the most effective methods of IHRM to solve the cost issue and standardization is a focus on training and development and hire the right talent for the job positions. Once these programs are in place the company will need to find a way to optimize employee compensation and benefits to retain employees. This will create less turnover and more motivated employees, who will create a better consumer experience. The HR departments can address these issues by offering compliance training, investing in software that will reduce unnecessary tasks improving productivity. Lastly, to address this issue using localization is to have a strong organizational structure. The internal organizational structure impacts the different departments within the company.
SOURCE: https://nhglobalpartners.com/international-human-resource-management/
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