HRM3704 Assignment 6
(COMPLETE
ANSWERS) Semester 2
2024 (367713) - DUE 31
October 2024
, HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2
2024 (367713) - DUE 31 October 2024
Question 1 [17] Read the following case study and then answer questions 1.1 and 1.2
KOYO KOYO is one of the world’s largest international computer manufacturers. It is
based in one of the countries in Europe, with subsidiaries worldwide. Five years ago, one
of their subsidiaries in the Middle West needed three experts in computer engineering,
programming, and networking to come to their branch and take those positions. The
subsidiary in the Middle West decided to bring someone from the country of the KOYO
headquarters, but who was already working in the host country to take a computer
engineer position, for the programmer position they brought in someone who was in the
same region as the host country, the Middle West. For the position of a networking
specialist, they brought in a person from the host country only for six months. Source:
Primary lecturer,2024 1.1 Explain how KOYO as an international organisation managed
international transfers of employees. Support your response by providing at least two
advantages that KOYO would get from each international transfer. (13) 1.2 Critically
analyse the underlying academic debates in international human resource management
(IHRM) in terms of comparative and international HRM and refer to the case study. (4)
1.1 International Employee Transfers at KOYO
KOYO, as an international organization, appears to use a combination of transfer strategies to manage
international employees in different contexts. In the case study, KOYO’s Middle West subsidiary had three
vacancies: a computer engineer, a programmer, and a networking specialist. To fill these positions, KOYO
employed three distinct transfer approaches:
Intra-country transfer: For the computer engineer position, KOYO selected an individual from the
same country as the headquarters but who was already working in the host country. This approach can
be considered a parent-country national (PCN) transfer, where an employee from the parent country is
assigned to a subsidiary. However, since the individual was already working in the host country, this is a
modified PCN transfer where the employee did not face significant cultural or geographical relocation
challenges.
Region-based transfer: For the programmer position, KOYO chose an individual from the same region
(Middle West), which suggests a third-country national (TCN) transfer. This person was neither from
the parent country nor the host country but from a neighboring region, making the transition smoother
culturally and geographically.
Host-country hiring: For the networking specialist position, KOYO hired an individual from the host
country for a short period of six months. This is an example of using host-country nationals (HCNs) to
meet temporary or specific needs within the local market.
Advantages for KOYO
1. Intra-country transfer (PCN)
o Consistency with headquarters’ standards: By choosing someone from the parent country but
already working in the host country, KOYO ensures that the subsidiary operates in alignment
with the corporate culture, technical standards, and processes of the headquarters.
(COMPLETE
ANSWERS) Semester 2
2024 (367713) - DUE 31
October 2024
, HRM3704 Assignment 6 (COMPLETE ANSWERS) Semester 2
2024 (367713) - DUE 31 October 2024
Question 1 [17] Read the following case study and then answer questions 1.1 and 1.2
KOYO KOYO is one of the world’s largest international computer manufacturers. It is
based in one of the countries in Europe, with subsidiaries worldwide. Five years ago, one
of their subsidiaries in the Middle West needed three experts in computer engineering,
programming, and networking to come to their branch and take those positions. The
subsidiary in the Middle West decided to bring someone from the country of the KOYO
headquarters, but who was already working in the host country to take a computer
engineer position, for the programmer position they brought in someone who was in the
same region as the host country, the Middle West. For the position of a networking
specialist, they brought in a person from the host country only for six months. Source:
Primary lecturer,2024 1.1 Explain how KOYO as an international organisation managed
international transfers of employees. Support your response by providing at least two
advantages that KOYO would get from each international transfer. (13) 1.2 Critically
analyse the underlying academic debates in international human resource management
(IHRM) in terms of comparative and international HRM and refer to the case study. (4)
1.1 International Employee Transfers at KOYO
KOYO, as an international organization, appears to use a combination of transfer strategies to manage
international employees in different contexts. In the case study, KOYO’s Middle West subsidiary had three
vacancies: a computer engineer, a programmer, and a networking specialist. To fill these positions, KOYO
employed three distinct transfer approaches:
Intra-country transfer: For the computer engineer position, KOYO selected an individual from the
same country as the headquarters but who was already working in the host country. This approach can
be considered a parent-country national (PCN) transfer, where an employee from the parent country is
assigned to a subsidiary. However, since the individual was already working in the host country, this is a
modified PCN transfer where the employee did not face significant cultural or geographical relocation
challenges.
Region-based transfer: For the programmer position, KOYO chose an individual from the same region
(Middle West), which suggests a third-country national (TCN) transfer. This person was neither from
the parent country nor the host country but from a neighboring region, making the transition smoother
culturally and geographically.
Host-country hiring: For the networking specialist position, KOYO hired an individual from the host
country for a short period of six months. This is an example of using host-country nationals (HCNs) to
meet temporary or specific needs within the local market.
Advantages for KOYO
1. Intra-country transfer (PCN)
o Consistency with headquarters’ standards: By choosing someone from the parent country but
already working in the host country, KOYO ensures that the subsidiary operates in alignment
with the corporate culture, technical standards, and processes of the headquarters.
