International HRM Case Study With Questions And Answers

International HRM case study with questions and answers can be defined as certain activities aimed to manage the human managerial resources at a global level to accomplish business objectives and reach competitive advantage over other competitors at the worldwide level. An international HRM case study with questions and solution is an excellent way to know more about the new areas and explore the engaged areas of global human resource management.

IHRM includes common rational resource management functions, but they should be carried out at an international level, and the activities are listed below:

  • Recruitment
  • Selection
  • Training and development
  • Performance appraisal
  • Firing
  • Global skills management
  • Expatriate management.

To withstand in the competitive global economic market, multinational companies depend mainly on the potential of its international HRM during the globalization process. In short, it the international HRM’s accountability to make the MNCs run successfully at a global level. It is not an easy task to describe the responsibilities of an international HRM clearly because it, in MNCs, varies from one organization to other. On the whole, IHRM is the effective utilization of human resources in a business in a global environment.

Main approaches:

IHRM plays a significant role in balancing the need for controlling and coordinating overseas subsidiaries, and the need to conform to local new environments. So, the role of international HRM has extended to managing the localization process, global coordination, the growth of international leadership, etc. There are mainly three approaches that depict how MNCs manage the HR and their overseas subsidiaries:

Ethnocentric approach:

As the name suggests, it’s usually one’s approach. This approach regularly appears in the beginning stage of an organization’s globalization involvement. Using such a method, strategic decisions are made by the H.Q. and the administration practices are transferred to the subordinates. Parent-country nationals usually fill principal positions, and consequently, little independence is given to abroad operating units. In this approach, home country expatriates manage to have tight control.

Polycentric approach:

If you go for a polycentric approach, there will be a noticeable decline in the number of PCNs sending overseas and their role changes into communication and coordination of tactical objectives. Host-country nationals are hired here to administer the operating divisions in their own country mainly because local managers know how to tackle local circumstances and are conversant with local business ethics alone. In such a case, more independence is given to local managers to hone their management practices right for the subsidiary better.

Geocentric approach:

As the name implies, the earth is the center point here, and it relates to the international strategy. Selection of workers is based on their proficiency rather than their nationality. The best of headquarter and local business practices are pooled together by MNCs to bring forth an internationally implemented HR strategy.

Region centric:

It is an approach where the most beautiful people are hired within the region in which the subsidiary operates on.

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Advantages of international HRM:

With more businesses move toward globalization, international HRM case study with questions and answers plays a significant role in accomplishing the business’s objectives? HR people are now ready to shift their operations into another country and effectively administer their workers to achieve smooth and better operations of the organizations and given below are the main advantages of IHRM:

  • Peoples and groups within the subsidiary can gain in functional status.
  • Globalization happens within a culture that is suitable to the confined labor force and customers.


In a nutshell, the role of international HRM is quite challenging and complicated than usual HRM. Here, they need to go beyond the standard staff-management system employed in local business units. The responsibility of IHRM is significant among MNCs where the management is supposed to attend to different considerations as to the existing organizational and cultural differences of hiring expatriates in the business.

It also involves globalizing the standards of the hiring process, selection of employees, training and developing them, paying and reward scheme, the legitimacy of employment system in accordance with the national laws of overseas workers, the institution of even business ethics and standards and the social accountability of the business in compliance with the internationalization standards.

Carrying out an international case study with questions and answers is quite challenging, but you need to accomplish it in order to improve your business competence in training your managerial team and executives in handling the management concept in the HR aspect of internationalization of business, and this will certainly help your business thrive in the forthcoming days.

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