Course project draft

Week5courseproject.docx

HRM584

Course Project Overview

Introduction

This Course Project is an individual project. As such, your project will provide an in-depth look at how a major multinational company operates overseas in two separate countries. The country comparison project includes a seven- to eight-page paper to compare and contrast laws and regulations, mandated compliance issues, demographics, culture, currency, economic and political stability, language, labor relations (unions), HRM policies and practices, HR trends, the likely effects, and the characteristics of the HR department or function of two separate countries. Every member of your team should collaborate and select any two countries (within the seven regions listed) to compare and contrast.

Provide as much insight into and explain the differences or similarities as possible. Use your understanding of the impact of the contextual factors on the HR policies and practices to estimate what a country's HR policies and practices are likely to be, just in case you can't find specific information on them. Use this understanding in your discussion of each team's HR policies and practices to find the countries' contextual factors. Make predictions about future trends toward possible convergence of HR policies and practices. Integrate research from online sources and DeVry's online library to support your ideas and conclusions.

For each country, select a target city to use in your analysis. The following is a list of the seven regions that you can choose from.

1. Middle East (i.e., cities in Egypt, Israel, Saudi Arabia)

2. Asia I (i.e., cities in India, Thailand, Singapore, Malaysia, Indonesia)

3. Asia II (i.e., cities in Japan, Korea, China)

4. West Europe (i.e., cities in France, Spain, Germany, Sweden, United Kingdom)

5. East Europe (i.e., cities in Poland, Bulgaria, Russia)

6. Africa (i.e., cities in Kenya, Nigeria, South Africa)

7. Central and South America (i.e., cities in Brazil, Chile, Colombia, Cuba)

You have been asked to compare and contrast two city locations within a geographic region.

· You are to develop a paper regarding the pros and cons of each area from the international human resource management perspective.

· Providing a comparative HR analysis for each city.

· Ultimately, you should put forth its recommendations for a recommended city within the region.

The Comparative Analysis

Finally, after you have selected the countries and cities, you will use the following scenario as a point of reference to do your comparative HR analysis strategic plan. Your organization is looking for a location for a new production facility in your geographic region. This production facility will hire many local workers for all aspects of the facility (e.g., production, supervision, quality, shipping, and other line functions). There may be a few (but only a few) traditional expatriates by the country's established regulations. Fill in details about your hypothetical organization to make the presentation more exciting and relevant. Prepare a report comparing and contrasting the cities you have selected from the region. The report focuses on how managing your human talent will affect your ability to be successful in that region. You will need to discuss various issues to conduct a thorough analysis. The following is a list of the possible problems. These are only suggestions. You may not be able to cover everything. It is your prerogative to present the issues you believe are most relevant for the region. Give a well-justified decision regarding your selected location from an HR perspective.

Suggested Details

Here are some details that you can include in your research paper.

· Analysis of need/availability of talent (local, third-country nationals)

· Legal obligations and concerns affecting HR and labor relations

· Mandated regulatory compliance of the country

· Flexibility of the wage bill (ability to adjust hours and ability to adjust headcount)

· Labor and management relations challenges that impact the decision-making process of global leaders

· Employee relations

· Staffing and selection

· Compensation and benefit programs

· Competence of workforce (education/training)

· Turnover rates

· Medical and health systems

· Cultural dimensions

· How do they affect the practice of HR? How will they affect the functioning of the location?

· The way the organizations are structured in the country

· Political and economic stability, currency exchange issues

· Quality and performance standards to create the best place to work for

· Mechanisms to attract, recruit, select, and retain qualified talent

· Value, empower, motivate, and reward employees

· Generating a cohesive culture when leading the organization's vision and mission

· Nepotism

· Ethical concerns regarding hiring, child labor, bribery, and so forth

· Salary levels expected by host nationals

· Availability of housing, schools, benefits, and so forth, for expatriates

· Other compensation and benefit concerns

· Language

· Religion and level of orthodoxy

· Other norms of the business community (e.g., greetings, meetings, negotiation)

· Women in business

· Group norms (e.g., individualism/collectivism)

· Level of formality (i.e., deference, hierarchy)

· Value of time and time consciousness

The final paper should be prepared according to DeVry/Keller standards for academic integrity. In addition, each paper should be neatly typed, use appropriate graphics, and be approximately seven to eight pages long, not counting the title page, reference page(s), or appendices.

In addition, each paper should be free of grammatical and spelling errors, double-spaced, 12-point font Times New Roman, 1-in. margins, and adhere to current APA guidelines.

Papers will be graded according to the rigor of the questions, the research and information provided, how well the questions are answered in the study, and the depth and breadth of their research scope.

Informational papers must be rigorous enough to show academic understanding and strength. The paper should develops the strategic link between international human resources and global business strategy and follow the business strategy through to the human resources strategy and the specific issues and tactics.

Course Project Draft Paper (Due Week 5)

This assignment is a rough draft of the Course Project paper. Some parts will be more complete than others because of how the material is presented in the course. This is an approximate midpoint checkpoint so your instructor can evaluate where you are with the Course Project, with four to five pages, not counting the title page, references, appendices, and so forth.

Grading Rubric

Category	Description	Points
Documenting and Formatting	It is properly referenced according to APA guidelines.	10
Organization and Cohesiveness	It is written in a cohesive manner that flows from stated assumptions.	30
Editing	It is spell-checked for meaning, as well as accuracy.	10
Content	The paper demonstrates and explains the evolving role of a strategic human resource management topic that reflects one of the major topics of the course. In addition to functional topics, including issues in staffing, employee learning, employee relations, performance management, total rewards, and HR information systems, this paper included topics that mirrored the course's primary objectives. The student worked with the instructor on submission of a topic and instructor approved the topic.	50
Total	A quality paper will meet or exceed all of the previous requirements.	100

CourseProjectProposalandOutline.docx

2

Comparative Human Resource Management in Singapore and Kuala Lumpur, Malaysia

Isdory Lyamuya

DeVry University

HRM584: Human Resources and Technology

Professor: Danielle Camacho

November 16, 2025

Comparative Human Resource Management in Singapore and Kuala Lumpur, Malaysia

The proposal will entail an analysis of the human resource management practice in Singapore and Kuala Lumpur, Malaysia, as possible countries where a new production facility may be established within the Asia Pacific region. The paper explains how national institutions, labor laws, talent sources, and cultural practices have been strategically utilized in HR practices that facilitate the creation of massive local recruitment to support activities such as creation, supervision, quality, logistics, and support. According to Malik et al. (2022), contextual legal and cultural aspects and economic impacts are enormous in the way that organizations develop and operate their HR systems.

Among other ancillary issues that will be examined in the project, the critical ones are crucial to the decision. These issues include HR legal literacy and accountability, the necessity to comply with labor laws, staffing, remuneration, training, and performance management within HR, as well as the HR employee relations policy. In addition, remote working and technology-mediated communication are also regarded as features of the digitalization of HR (Razak et al., 2022). The other aspect, which will be evaluated, is political and economic stability, language and business culture, the presence of unions, and the strategic location of HR functions in the two cities. It is a combination of these dimensions that defines the capacity of the organization to recruit, nurture, and support qualified local talent.

The project assumes that Singapore and Kuala Lumpur will continue to grow knowledge-intensive and service-oriented economies and develop digital HR systems that will enable employees to work on the basis of flexibility and analyze the workforce (Malik et al., 2022). It is also expected that expectations of compliance and accountability will continue to dominate HR practices in both the Malaysian public and private sectors, which will impact HR competencies across the wider labor force (Yahya et al., 2023). The desired result will be the apparent comparison of HR opportunities and limitations in both cities, identifying the most suitable HR best practices that can be institutionalized in the environment, and providing a reasonable suggestion of the better place for the new facility based on an international HR standpoint.

High-Level Outline: Singapore versus Kuala Lumpur, Malaysia

I. Introduction

· Present the hypothetical multinational manufacturing firm and its regional expansion objective.

· Explain the purpose and significance of comparing Singapore and Kuala Lumpur from an HR perspective.

II. Country and City Context

· Overview of the demographic, economic, and political situation in Singapore and Kuala Lumpur.

· Explain how currency, language, and important aspects of business culture affect HR practice.

III. Legal and Compliance Environment

· Compare employment legislation, required benefits, and the liability of the employers in both nations.

· Examine the HR legal literacy, accountability expectations, and risk management implications and compliance (Yahya et al., 2023).

IV. HRM Policies and Workforce Capability

· Look into methods of staffing and selection, such as local, regional, and expatriate talent.

· Compare performance management systems, compensation, and benefits.

· Evaluate the competence of the workforce, level of education, and accessibility to technical and management skills.

V. Labor Relations and Employee Voice

· Explain the presence of unions and collective bargaining practices and the government's involvement in industrial relations.

· Compare the impacts of the labor relations climates on flexibility in the headcount, working hours, and workplace change.

VI. HR Structure and Strategic Role

· Compare the common location of the HR departments in companies in both cities.

· Talk about how far HR is a strategic partner or an administrative responsibility (Malik et al., 2022).

VII. Digital HR and Emerging Trends

· Analyze adoption of digital HR systems, data-driven HR, and remote work practices in Singapore and Kuala Lumpur (Rangaswamy et al., 2024).

· Take into account the trends in sustainable HR, diversity and inclusion, and international talent competition at the regional level.

VIII. Comparative Evaluation and Recommendation

· Combine the strengths and weaknesses of both cities in setting up the new production plant.

· Give a reasonable proposal on the desirable place and point out significant HR practices that are necessary to succeed.

References

Malik, A., Pereira, V., Budhwar, P., Froese, F. J., Minbaeva, D., Sun, J., ... & Xue, S. (2022). Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia. Asian Business & Management, 21(5), 745. https://doi.org/10.1057/s41291-022-00208-z

Rangaswamy, E., Nawaz, N., & Lu, E. (2024). Impact of COVID-19 on Singapore's human resource practices. Cogent Business & Management, 11(1), 2301791. https://doi.org/10.1080/23311975.2024.2301791

Razak, S. S. A., Zulkarnain, I. F., Yaacob, T. Z., & Omain, S. Z. (2022). Legal Literacy of Human Resource Officers in Malaysia. International Journal of Academic Research in Business and Social Sciences, 12(1). http://dx.doi.org/10.6007/IJARBSS/v12-i1/12132

Yahya, N., Said, J., Zakaria, N. B., & Baltov, M. (2023). Enhancing organisational accountability: The role of human resource management in Malaysian statutory bodies. Journal of Nusantara Studies (JONUS), 8(3), 453–479. https://doi.org/10.24200/jonus.vol8iss3pp453-479

Week5courseproject.docx

HRM584

Course Project Overview

Introduction

This Course Project is an individual project. As such, your project will provide an in-depth look at how a major multinational company operates overseas in two separate countries. The country comparison project includes a seven- to eight-page paper to compare and contrast laws and regulations, mandated compliance issues, demographics, culture, currency, economic and political stability, language, labor relations (unions), HRM policies and practices, HR trends, the likely effects, and the characteristics of the HR department or function of two separate countries. Every member of your team should collaborate and select any two countries (within the seven regions listed) to compare and contrast.

Provide as much insight into and explain the differences or similarities as possible. Use your understanding of the impact of the contextual factors on the HR policies and practices to estimate what a country's HR policies and practices are likely to be, just in case you can't find specific information on them. Use this understanding in your discussion of each team's HR policies and practices to find the countries' contextual factors. Make predictions about future trends toward possible convergence of HR policies and practices. Integrate research from online sources and DeVry's online library to support your ideas and conclusions.

For each country, select a target city to use in your analysis. The following is a list of the seven regions that you can choose from.

1. Middle East (i.e., cities in Egypt, Israel, Saudi Arabia)

2. Asia I (i.e., cities in India, Thailand, Singapore, Malaysia, Indonesia)

3. Asia II (i.e., cities in Japan, Korea, China)

4. West Europe (i.e., cities in France, Spain, Germany, Sweden, United Kingdom)

5. East Europe (i.e., cities in Poland, Bulgaria, Russia)

6. Africa (i.e., cities in Kenya, Nigeria, South Africa)

7. Central and South America (i.e., cities in Brazil, Chile, Colombia, Cuba)

You have been asked to compare and contrast two city locations within a geographic region.

· You are to develop a paper regarding the pros and cons of each area from the international human resource management perspective.

· Providing a comparative HR analysis for each city.

· Ultimately, you should put forth its recommendations for a recommended city within the region.

The Comparative Analysis

Finally, after you have selected the countries and cities, you will use the following scenario as a point of reference to do your comparative HR analysis strategic plan. Your organization is looking for a location for a new production facility in your geographic region. This production facility will hire many local workers for all aspects of the facility (e.g., production, supervision, quality, shipping, and other line functions). There may be a few (but only a few) traditional expatriates by the country's established regulations. Fill in details about your hypothetical organization to make the presentation more exciting and relevant. Prepare a report comparing and contrasting the cities you have selected from the region. The report focuses on how managing your human talent will affect your ability to be successful in that region. You will need to discuss various issues to conduct a thorough analysis. The following is a list of the possible problems. These are only suggestions. You may not be able to cover everything. It is your prerogative to present the issues you believe are most relevant for the region. Give a well-justified decision regarding your selected location from an HR perspective.

Suggested Details

Here are some details that you can include in your research paper.

· Analysis of need/availability of talent (local, third-country nationals)

· Legal obligations and concerns affecting HR and labor relations

· Mandated regulatory compliance of the country

· Flexibility of the wage bill (ability to adjust hours and ability to adjust headcount)

· Labor and management relations challenges that impact the decision-making process of global leaders

· Employee relations

· Staffing and selection

· Compensation and benefit programs

· Competence of workforce (education/training)

· Turnover rates

· Medical and health systems

· Cultural dimensions

· How do they affect the practice of HR? How will they affect the functioning of the location?

· The way the organizations are structured in the country

· Political and economic stability, currency exchange issues

· Quality and performance standards to create the best place to work for

· Mechanisms to attract, recruit, select, and retain qualified talent

· Value, empower, motivate, and reward employees

· Generating a cohesive culture when leading the organization's vision and mission

· Nepotism

· Ethical concerns regarding hiring, child labor, bribery, and so forth

· Salary levels expected by host nationals

· Availability of housing, schools, benefits, and so forth, for expatriates

· Other compensation and benefit concerns

· Language

· Religion and level of orthodoxy

· Other norms of the business community (e.g., greetings, meetings, negotiation)

· Women in business

· Group norms (e.g., individualism/collectivism)

· Level of formality (i.e., deference, hierarchy)

· Value of time and time consciousness

The final paper should be prepared according to DeVry/Keller standards for academic integrity. In addition, each paper should be neatly typed, use appropriate graphics, and be approximately seven to eight pages long, not counting the title page, reference page(s), or appendices.

In addition, each paper should be free of grammatical and spelling errors, double-spaced, 12-point font Times New Roman, 1-in. margins, and adhere to current APA guidelines.

Papers will be graded according to the rigor of the questions, the research and information provided, how well the questions are answered in the study, and the depth and breadth of their research scope.

Informational papers must be rigorous enough to show academic understanding and strength. The paper should develops the strategic link between international human resources and global business strategy and follow the business strategy through to the human resources strategy and the specific issues and tactics.

Course Project Draft Paper (Due Week 5)

This assignment is a rough draft of the Course Project paper. Some parts will be more complete than others because of how the material is presented in the course. This is an approximate midpoint checkpoint so your instructor can evaluate where you are with the Course Project, with four to five pages, not counting the title page, references, appendices, and so forth.

Grading Rubric

Category	Description	Points
Documenting and Formatting	It is properly referenced according to APA guidelines.	10
Organization and Cohesiveness	It is written in a cohesive manner that flows from stated assumptions.	30
Editing	It is spell-checked for meaning, as well as accuracy.	10
Content	The paper demonstrates and explains the evolving role of a strategic human resource management topic that reflects one of the major topics of the course. In addition to functional topics, including issues in staffing, employee learning, employee relations, performance management, total rewards, and HR information systems, this paper included topics that mirrored the course's primary objectives. The student worked with the instructor on submission of a topic and instructor approved the topic.	50
Total	A quality paper will meet or exceed all of the previous requirements.	100

CourseProjectProposalandOutline.docx

2

Comparative Human Resource Management in Singapore and Kuala Lumpur, Malaysia

Isdory Lyamuya

DeVry University

HRM584: Human Resources and Technology

Professor: Danielle Camacho

November 16, 2025

Comparative Human Resource Management in Singapore and Kuala Lumpur, Malaysia

The proposal will entail an analysis of the human resource management practice in Singapore and Kuala Lumpur, Malaysia, as possible countries where a new production facility may be established within the Asia Pacific region. The paper explains how national institutions, labor laws, talent sources, and cultural practices have been strategically utilized in HR practices that facilitate the creation of massive local recruitment to support activities such as creation, supervision, quality, logistics, and support. According to Malik et al. (2022), contextual legal and cultural aspects and economic impacts are enormous in the way that organizations develop and operate their HR systems.

Among other ancillary issues that will be examined in the project, the critical ones are crucial to the decision. These issues include HR legal literacy and accountability, the necessity to comply with labor laws, staffing, remuneration, training, and performance management within HR, as well as the HR employee relations policy. In addition, remote working and technology-mediated communication are also regarded as features of the digitalization of HR (Razak et al., 2022). The other aspect, which will be evaluated, is political and economic stability, language and business culture, the presence of unions, and the strategic location of HR functions in the two cities. It is a combination of these dimensions that defines the capacity of the organization to recruit, nurture, and support qualified local talent.

The project assumes that Singapore and Kuala Lumpur will continue to grow knowledge-intensive and service-oriented economies and develop digital HR systems that will enable employees to work on the basis of flexibility and analyze the workforce (Malik et al., 2022). It is also expected that expectations of compliance and accountability will continue to dominate HR practices in both the Malaysian public and private sectors, which will impact HR competencies across the wider labor force (Yahya et al., 2023). The desired result will be the apparent comparison of HR opportunities and limitations in both cities, identifying the most suitable HR best practices that can be institutionalized in the environment, and providing a reasonable suggestion of the better place for the new facility based on an international HR standpoint.

High-Level Outline: Singapore versus Kuala Lumpur, Malaysia

I. Introduction

· Present the hypothetical multinational manufacturing firm and its regional expansion objective.

· Explain the purpose and significance of comparing Singapore and Kuala Lumpur from an HR perspective.

II. Country and City Context

· Overview of the demographic, economic, and political situation in Singapore and Kuala Lumpur.

· Explain how currency, language, and important aspects of business culture affect HR practice.

III. Legal and Compliance Environment

· Compare employment legislation, required benefits, and the liability of the employers in both nations.

· Examine the HR legal literacy, accountability expectations, and risk management implications and compliance (Yahya et al., 2023).

IV. HRM Policies and Workforce Capability

· Look into methods of staffing and selection, such as local, regional, and expatriate talent.

· Compare performance management systems, compensation, and benefits.

· Evaluate the competence of the workforce, level of education, and accessibility to technical and management skills.

V. Labor Relations and Employee Voice

· Explain the presence of unions and collective bargaining practices and the government's involvement in industrial relations.

· Compare the impacts of the labor relations climates on flexibility in the headcount, working hours, and workplace change.

VI. HR Structure and Strategic Role

· Compare the common location of the HR departments in companies in both cities.

· Talk about how far HR is a strategic partner or an administrative responsibility (Malik et al., 2022).

VII. Digital HR and Emerging Trends

· Analyze adoption of digital HR systems, data-driven HR, and remote work practices in Singapore and Kuala Lumpur (Rangaswamy et al., 2024).

· Take into account the trends in sustainable HR, diversity and inclusion, and international talent competition at the regional level.

VIII. Comparative Evaluation and Recommendation

· Combine the strengths and weaknesses of both cities in setting up the new production plant.

· Give a reasonable proposal on the desirable place and point out significant HR practices that are necessary to succeed.

References

Malik, A., Pereira, V., Budhwar, P., Froese, F. J., Minbaeva, D., Sun, J., ... & Xue, S. (2022). Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia. Asian Business & Management, 21(5), 745. https://doi.org/10.1057/s41291-022-00208-z

Rangaswamy, E., Nawaz, N., & Lu, E. (2024). Impact of COVID-19 on Singapore's human resource practices. Cogent Business & Management, 11(1), 2301791. https://doi.org/10.1080/23311975.2024.2301791

Razak, S. S. A., Zulkarnain, I. F., Yaacob, T. Z., & Omain, S. Z. (2022). Legal Literacy of Human Resource Officers in Malaysia. International Journal of Academic Research in Business and Social Sciences, 12(1). http://dx.doi.org/10.6007/IJARBSS/v12-i1/12132

Yahya, N., Said, J., Zakaria, N. B., & Baltov, M. (2023). Enhancing organisational accountability: The role of human resource management in Malaysian statutory bodies. Journal of Nusantara Studies (JONUS), 8(3), 453–479. https://doi.org/10.24200/jonus.vol8iss3pp453-479

Week5courseproject.docx

HRM584

Course Project Overview

Introduction

This Course Project is an individual project. As such, your project will provide an in-depth look at how a major multinational company operates overseas in two separate countries. The country comparison project includes a seven- to eight-page paper to compare and contrast laws and regulations, mandated compliance issues, demographics, culture, currency, economic and political stability, language, labor relations (unions), HRM policies and practices, HR trends, the likely effects, and the characteristics of the HR department or function of two separate countries. Every member of your team should collaborate and select any two countries (within the seven regions listed) to compare and contrast.

Provide as much insight into and explain the differences or similarities as possible. Use your understanding of the impact of the contextual factors on the HR policies and practices to estimate what a country's HR policies and practices are likely to be, just in case you can't find specific information on them. Use this understanding in your discussion of each team's HR policies and practices to find the countries' contextual factors. Make predictions about future trends toward possible convergence of HR policies and practices. Integrate research from online sources and DeVry's online library to support your ideas and conclusions.

For each country, select a target city to use in your analysis. The following is a list of the seven regions that you can choose from.

1. Middle East (i.e., cities in Egypt, Israel, Saudi Arabia)

2. Asia I (i.e., cities in India, Thailand, Singapore, Malaysia, Indonesia)

3. Asia II (i.e., cities in Japan, Korea, China)

4. West Europe (i.e., cities in France, Spain, Germany, Sweden, United Kingdom)

5. East Europe (i.e., cities in Poland, Bulgaria, Russia)

6. Africa (i.e., cities in Kenya, Nigeria, South Africa)

7. Central and South America (i.e., cities in Brazil, Chile, Colombia, Cuba)

You have been asked to compare and contrast two city locations within a geographic region.

· You are to develop a paper regarding the pros and cons of each area from the international human resource management perspective.

· Providing a comparative HR analysis for each city.

· Ultimately, you should put forth its recommendations for a recommended city within the region.

The Comparative Analysis

Finally, after you have selected the countries and cities, you will use the following scenario as a point of reference to do your comparative HR analysis strategic plan. Your organization is looking for a location for a new production facility in your geographic region. This production facility will hire many local workers for all aspects of the facility (e.g., production, supervision, quality, shipping, and other line functions). There may be a few (but only a few) traditional expatriates by the country's established regulations. Fill in details about your hypothetical organization to make the presentation more exciting and relevant. Prepare a report comparing and contrasting the cities you have selected from the region. The report focuses on how managing your human talent will affect your ability to be successful in that region. You will need to discuss various issues to conduct a thorough analysis. The following is a list of the possible problems. These are only suggestions. You may not be able to cover everything. It is your prerogative to present the issues you believe are most relevant for the region. Give a well-justified decision regarding your selected location from an HR perspective.

Suggested Details

Here are some details that you can include in your research paper.

· Analysis of need/availability of talent (local, third-country nationals)

· Legal obligations and concerns affecting HR and labor relations

· Mandated regulatory compliance of the country

· Flexibility of the wage bill (ability to adjust hours and ability to adjust headcount)

· Labor and management relations challenges that impact the decision-making process of global leaders

· Employee relations

· Staffing and selection

· Compensation and benefit programs

· Competence of workforce (education/training)

· Turnover rates

· Medical and health systems

· Cultural dimensions

· How do they affect the practice of HR? How will they affect the functioning of the location?

· The way the organizations are structured in the country

· Political and economic stability, currency exchange issues

· Quality and performance standards to create the best place to work for

· Mechanisms to attract, recruit, select, and retain qualified talent

· Value, empower, motivate, and reward employees

· Generating a cohesive culture when leading the organization's vision and mission

· Nepotism

· Ethical concerns regarding hiring, child labor, bribery, and so forth

· Salary levels expected by host nationals

· Availability of housing, schools, benefits, and so forth, for expatriates

· Other compensation and benefit concerns

· Language

· Religion and level of orthodoxy

· Other norms of the business community (e.g., greetings, meetings, negotiation)

· Women in business

· Group norms (e.g., individualism/collectivism)

· Level of formality (i.e., deference, hierarchy)

· Value of time and time consciousness

The final paper should be prepared according to DeVry/Keller standards for academic integrity. In addition, each paper should be neatly typed, use appropriate graphics, and be approximately seven to eight pages long, not counting the title page, reference page(s), or appendices.

In addition, each paper should be free of grammatical and spelling errors, double-spaced, 12-point font Times New Roman, 1-in. margins, and adhere to current APA guidelines.

Papers will be graded according to the rigor of the questions, the research and information provided, how well the questions are answered in the study, and the depth and breadth of their research scope.

Informational papers must be rigorous enough to show academic understanding and strength. The paper should develops the strategic link between international human resources and global business strategy and follow the business strategy through to the human resources strategy and the specific issues and tactics.

Course Project Draft Paper (Due Week 5)

This assignment is a rough draft of the Course Project paper. Some parts will be more complete than others because of how the material is presented in the course. This is an approximate midpoint checkpoint so your instructor can evaluate where you are with the Course Project, with four to five pages, not counting the title page, references, appendices, and so forth.

Grading Rubric

Category	Description	Points
Documenting and Formatting	It is properly referenced according to APA guidelines.	10
Organization and Cohesiveness	It is written in a cohesive manner that flows from stated assumptions.	30
Editing	It is spell-checked for meaning, as well as accuracy.	10
Content	The paper demonstrates and explains the evolving role of a strategic human resource management topic that reflects one of the major topics of the course. In addition to functional topics, including issues in staffing, employee learning, employee relations, performance management, total rewards, and HR information systems, this paper included topics that mirrored the course's primary objectives. The student worked with the instructor on submission of a topic and instructor approved the topic.	50
Total	A quality paper will meet or exceed all of the previous requirements.	100

Course Project Draft, I've attached the initial project outline

CourseProjectProposalandOutline.docx

Week5courseproject.docx

CourseProjectProposalandOutline.docx

Week5courseproject.docx

CourseProjectProposalandOutline.docx