HRMG3203_1920_520

Globalisation and international HRM

Assignment 1 (essay plan)

Question:
Choose either pay & rewards or recruitment, and critically discuss whether it is best for MNCs
(multinational corporations) to globally integrate their (pay & rewards or recruitment) HR strategies for
managers or whether it is best to adapt them to local conditions. Provide specific examples and case
studies from the literature as support.

P17182331

Word count: 731

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 Question breakdown:
This essay will focus on the evaluation of question two: Choose either pay & rewards or recruitment, and
critically discuss whether it is best for MNCs (multinational corporations) to globally integrate their (pay &
rewards or recruitment) HR strategies for managers or whether it is best to adapt them to local conditions.
Provide specific examples and case studies from the literature as support. The essay will further and more
specifically discuss pay and reward in relation to Multinational Corporations.
There are several main relevant key terms in the question including Pay and rewards, multination
corporations, global integration, and Human resource strategies, all of which will be defined and expanded
upon in the essay itself.

Introduction:
The essay will mainly focus on the evaluation and debate between whether Human resource strategies
relating to pay and reward should be globally integrated within a multinational company or whether they
should be adapted to the local conditions, when the organisation is operating globally.
For this, the essay will outline and define what human resource strategies are and why they are beneficial
to a multinational company. Further more the definition of pay and rewards will also be included in this
part of the essay, and its benefits will be highlighted. Lastly global integration will be reviewed and defined.
Lastly the introduction of the essay will include the structure of which the essay will follow in relation to the
debate around global and local integration of Human resource strategies. This section of the essay will also
include a quote from Kostova 1999, which introduces the idea that multinational corporations are
pressured towards global integration and local adaptation.

Main body:
In this section of the essay, the main debates and arguments will take place. Firstly introducing and
evaluating the idea around global integrations of pay and rewards within multinational corporations,
including both benefits and drawbacks, and furthermore including specific case studies/ theories or
examples to support the debate.

Paragraph 1:
In the first paragraph o the main body the text will discuss Factors driving standardisation which
will introduce different aspects to global integration of a multination corporation. These factors will
include ones, such as global image and brand name, global corporate strategies, and a worldwide
corporate culture. A mention of global strategy will also be taking place in this section of the essay
as it relates to global integration of multinational corporations. Finally in this section standardisation
will be defined so that further understanding of the subject is clear.
Paragraph 2:
The second paragraph of the main body text will include Models of international HRM For this the
essay will discuss two main theories including Schuler, Dowling and De Cieri (1993) – Integrative
framework of international HRM. And Taylor, Beechler and Napier (1996) typology. These two
models/ theories will explain and help to understand global integration, and why it is potentially a
beneficial business strategy for a multinational corporation.
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 Paragraph 3:
The third paragraph will include some factors for localisation as well as some theories in relation to
supporting this. Localisation factors will include ones such as cultural environment, institutional
environment and subsidiary role. This section will further include a definition of localisation in order
to fully understand and expand on the argument.
Paragraph 4:
Paragraph three will include a discussion around pay and rewards in relation to global integration,
and will be summarised as to why it is a beneficial strategy for a multinational corporation to
integrate this globally. A minor mention of the country of origin effect will also take place in this
section as it includes theories to local adaptation of multinational corporations.

Once discussed and evaluated the above seen topics the text will further move on towards the summary of
global integration of pay and rewards in a multinational corporation, and the relation to the example, or
model that will be provided, as well as a conclusion taking place evaluating why it is a beneficial strategy
move for a multinational corporation to globally integrate.
Conclusion:
as a conclusion the essay will summarise the main points discusses, as well as relating them back to
the thesis. The conclusion of this essay will also aim to focus on answering the main question which
is if global integration or localisation is best for a multinational company, when the organisation
itself is operating globally/ overseas, and why that is including examples and theories that were
previously discussed.

References:
- DiMaggio , P.J. and Powell . W.(1983). Iron cage revisited: Institutional isomorphism and collective
rationality in organizational fields. American Sociological Review, 48(2): 147-160.

- Edwards, T. (2015). ‘The transfer of employment practices across borders in multinational

companies’, in Harzing, A.W., and Pinnington, A.H., (Eds.), International Human Resource
Management’, (4th edition), London: Sage, pp. 80-105.

- Edwards, T. and Rees, C. (2011). International Human Resource Management: Globalization,

National Systems and Multinational Corporations (2nd ed.). London: Pearson Education.

- Edwards, T. and Ferner, A. (2002). The rewarded ‘American Challenge’: a review of employment
practice in US multinationals. International Relations Journal. 33(2).
- Ferner, A and Quintanilla, J. (1998). Multinationals, national business systems and HRM: the
enduring influence of national identity or a process of 'Anglo-Saxonization’. The International
Journal of Human Resource Management. 9(4).

- Schuler, R. S., Dowling, P . J. and De Cieri, H. (1993]) An integrative framework of strategic

international human resource management. Journal of Management 19(2), 419–459.

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 - Beardwell, J. and Thompson, A. (2017). Human Resource Management. 8th ed. Harlow: Pearson
Education Limited.

- Taylor, S., Beechler, S. and Napier, N. (1996]) Toward an integrative model of strategic international
human resource management. Academy of Management Review 21(4), 959–985.

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