HRM3704 Assignment 6
(Comprehensive Answers) for
Semester 2, 2024 – Assured
Distinction
, Question 1
Case Study Summary for KOYO:
KOYO, an international computer manufacturer based in Europe, oversees its subsidiaries across the globe.
One particular instance involved its Middle West subsidiary, which required expertise in computer engineering,
programming, and networking. To address these needs, KOYO employed three distinct international transfer
approaches.
1.1 How KOYO Managed International Transfers
Explanation of Transfer Management:
KOYO effectively utilized international transfers to fill specialized roles within its subsidiary. Each transfer
approach was strategically chosen based on specific needs:
Headquarters Transfer: This method involved relocating an employee from the company’s
headquarters to ensure alignment with the corporate culture and operational standards.
Regional Transfer: In this approach, KOYO selected a programmer from a nearby region to leverage
geographical proximity while maintaining operational efficiency.
Local Transfer: For the networking specialist position, KOYO appointed a local candidate, enhancing
integration with the local market and leveraging existing knowledge.
Advantages:
Headquarters Transfer:
1. Consistency in Corporate Culture: Ensures that the transferred employee aligns with KOYO’s
values and practices, fostering a unified organizational culture.
2. Knowledge Transfer: Facilitates the sharing of proprietary knowledge and best practices
directly from the headquarters, enhancing overall operational effectiveness.
Regional Transfer:
1. Cultural Adaptability: A programmer from the same region is likely to adapt more easily to local
customs and work dynamics, promoting smoother collaboration.
2. Cost Savings: Reduces expenses associated with relocation and expatriate packages
compared to transferring employees from headquarters.
Local Transfer:
1. Local Expertise: The local networking specialist brings in-depth knowledge of the regional
market, regulations, and customer preferences, enhancing the subsidiary's competitiveness.
2. Minimized Relocation Costs: Hiring locally eliminates the costs and logistical complexities of
relocating an employee from another region or country.
1.2 Critical Analysis of IHRM Debates
Comparative vs. International HRM:
Comparative HRM focuses on adapting HR practices to local contexts, while International HRM emphasizes
integrating HR policies across global operations. This distinction is crucial for understanding KOYO’s strategic
approach.
KOYO strikes a balance between global standardization and local responsiveness by leveraging the strengths
of each transfer method. The use of headquarters transfers promotes uniformity and adherence to corporate
standards, while regional and local transfers enhance adaptability and responsiveness to local markets. By
(Comprehensive Answers) for
Semester 2, 2024 – Assured
Distinction
, Question 1
Case Study Summary for KOYO:
KOYO, an international computer manufacturer based in Europe, oversees its subsidiaries across the globe.
One particular instance involved its Middle West subsidiary, which required expertise in computer engineering,
programming, and networking. To address these needs, KOYO employed three distinct international transfer
approaches.
1.1 How KOYO Managed International Transfers
Explanation of Transfer Management:
KOYO effectively utilized international transfers to fill specialized roles within its subsidiary. Each transfer
approach was strategically chosen based on specific needs:
Headquarters Transfer: This method involved relocating an employee from the company’s
headquarters to ensure alignment with the corporate culture and operational standards.
Regional Transfer: In this approach, KOYO selected a programmer from a nearby region to leverage
geographical proximity while maintaining operational efficiency.
Local Transfer: For the networking specialist position, KOYO appointed a local candidate, enhancing
integration with the local market and leveraging existing knowledge.
Advantages:
Headquarters Transfer:
1. Consistency in Corporate Culture: Ensures that the transferred employee aligns with KOYO’s
values and practices, fostering a unified organizational culture.
2. Knowledge Transfer: Facilitates the sharing of proprietary knowledge and best practices
directly from the headquarters, enhancing overall operational effectiveness.
Regional Transfer:
1. Cultural Adaptability: A programmer from the same region is likely to adapt more easily to local
customs and work dynamics, promoting smoother collaboration.
2. Cost Savings: Reduces expenses associated with relocation and expatriate packages
compared to transferring employees from headquarters.
Local Transfer:
1. Local Expertise: The local networking specialist brings in-depth knowledge of the regional
market, regulations, and customer preferences, enhancing the subsidiary's competitiveness.
2. Minimized Relocation Costs: Hiring locally eliminates the costs and logistical complexities of
relocating an employee from another region or country.
1.2 Critical Analysis of IHRM Debates
Comparative vs. International HRM:
Comparative HRM focuses on adapting HR practices to local contexts, while International HRM emphasizes
integrating HR policies across global operations. This distinction is crucial for understanding KOYO’s strategic
approach.
KOYO strikes a balance between global standardization and local responsiveness by leveraging the strengths
of each transfer method. The use of headquarters transfers promotes uniformity and adherence to corporate
standards, while regional and local transfers enhance adaptability and responsiveness to local markets. By
