HRM3704 Assignment 6
(Comprehensive Answers) for
Semester 2, 2024 – Assured
Distinction
, Question 1
Case Study Summary for KOYO
KOYO, a European-based international computer manufacturing company, oversees global operations
through various subsidiaries. In one instance, its Middle East subsidiary required specialists in
computer engineering, programming, and networking. To fill these roles, KOYO employed international
transfers, utilizing three distinct approaches: transferring employees from headquarters, within the
same region, and locally.
1.1 How KOYO Managed International Transfers
Overview of Transfer Strategies: KOYO utilized international transfers to address critical staffing
needs in its Middle East subsidiary. Their approach involved selecting employees from three different
sources based on role requirements:
• Headquarters Transfer: A senior computer engineer was transferred from the headquarters to
bring technical expertise and a consistent corporate culture.
• Regional Transfer: A programmer from a neighboring subsidiary was chosen, leveraging
cultural familiarity and reducing transition time.
• Local Transfer: For the networking role, a local expert was appointed, enhancing customer
relationships and minimizing costs associated with relocation.
Advantages of Each Transfer Type:
• Headquarters Transfer: Ensures continuity of corporate culture and advanced technical
training. Additionally, the headquarters employee can act as a bridge between central and
regional teams, promoting unified standards.
• Regional Transfer: Offers advantages like cultural adaptability and lower expenses related to
international transfers, while also bringing knowledge of regional market dynamics.
• Local Transfer: Employing local professionals taps into native expertise, facilitating a stronger
connection to the local market and customer base, while incurring minimal relocation expenses.
1.2 Critical Analysis of IHRM Debates
Comparative vs. International HRM Approaches: Comparative HRM focuses on adapting practices
to local conditions, while International HRM emphasizes global integration. In KOYO's case, their use of
diverse transfer approaches reflects a balance between these two methods. Headquarters transfers
promote a unified corporate culture (International HRM), whereas local hires enable adaptation to local
markets (Comparative HRM). This mixed approach allows KOYO to achieve both operational
consistency and local responsiveness.
(Comprehensive Answers) for
Semester 2, 2024 – Assured
Distinction
, Question 1
Case Study Summary for KOYO
KOYO, a European-based international computer manufacturing company, oversees global operations
through various subsidiaries. In one instance, its Middle East subsidiary required specialists in
computer engineering, programming, and networking. To fill these roles, KOYO employed international
transfers, utilizing three distinct approaches: transferring employees from headquarters, within the
same region, and locally.
1.1 How KOYO Managed International Transfers
Overview of Transfer Strategies: KOYO utilized international transfers to address critical staffing
needs in its Middle East subsidiary. Their approach involved selecting employees from three different
sources based on role requirements:
• Headquarters Transfer: A senior computer engineer was transferred from the headquarters to
bring technical expertise and a consistent corporate culture.
• Regional Transfer: A programmer from a neighboring subsidiary was chosen, leveraging
cultural familiarity and reducing transition time.
• Local Transfer: For the networking role, a local expert was appointed, enhancing customer
relationships and minimizing costs associated with relocation.
Advantages of Each Transfer Type:
• Headquarters Transfer: Ensures continuity of corporate culture and advanced technical
training. Additionally, the headquarters employee can act as a bridge between central and
regional teams, promoting unified standards.
• Regional Transfer: Offers advantages like cultural adaptability and lower expenses related to
international transfers, while also bringing knowledge of regional market dynamics.
• Local Transfer: Employing local professionals taps into native expertise, facilitating a stronger
connection to the local market and customer base, while incurring minimal relocation expenses.
1.2 Critical Analysis of IHRM Debates
Comparative vs. International HRM Approaches: Comparative HRM focuses on adapting practices
to local conditions, while International HRM emphasizes global integration. In KOYO's case, their use of
diverse transfer approaches reflects a balance between these two methods. Headquarters transfers
promote a unified corporate culture (International HRM), whereas local hires enable adaptation to local
markets (Comparative HRM). This mixed approach allows KOYO to achieve both operational
consistency and local responsiveness.
