BUSINESS

Points: 300

Assignment 1: HRM in an MNE

Criteria

Unacceptable Below 60% F

Meets Minimum Expectations 60-69% D

Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Compare and contrast two (2) main differences between domestic and international HRM. Weight: 10%

Did not submit or incompletely compared and contrasted two (2) main differences between domestic and international HRM.

Insufficiently compared and contrasted two (2) main differences between domestic and international HRM.

Partially compared and contrasted two (2) main differences between domestic and international HRM.

Satisfactorily compared and contrasted two (2) main differences between domestic and international HRM.

Thoroughly compared and contrasted two (2) main differences between domestic and international HRM.

2. Examine two (2) of the factors that drive standardization of HRM practices. Determine whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries. Weight: 20%

Did not submit or incompletely examined two (2) of the factors that drive standardization of HRM practices. Did not submit or incompletely determined whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries.

Insufficiently examined two (2) of the factors that drive standardization of HRM practices.  Insufficiently determined whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries.

Partially examined two (2) of the factors that drive standardization of HRM practices. Partially determined whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries.

Satisfactorily examined two (2) of the factors that drive standardization of HRM practices. Satisfactorily determined whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries.

Thoroughly examined two (2) of the factors that drive standardization of HRM practices. Thoroughly determined whether or not it is advantageous for an MNE to adopt a worldwide corporate culture for each of its subsidiaries.

3. Examine the role of the subsidiary. Compare and contrast global innovators, the integrated player, implementers, and local innovators as subsidiaries. Determine the best role for a company that is just beginning to expand internationally. Provide a rationale for your response. Weight: 20%

Did not submit or incompletely examined the role of the subsidiary.  Did not submit or incompletely compared and contrasted global innovators, the integrated player, implementers, and local innovators as subsidiaries. Did not submit or incompletely determined the best role for a company that is just beginning to expand internationally. Did not submit or incompletely provided a rationale for your response.

Insufficiently examined the role of the subsidiary.  Insufficiently compared and contrasted global innovators, the integrated player, implementers, and local innovators as subsidiaries. Insufficiently determined the best role for a company that is just beginning to expand internationally. Insufficiently provided a rationale for your response.

Partially examined the role of the subsidiary.  Partially compared and contrasted global innovators, the integrated player, implementers, and local innovators as subsidiaries. Partially determined the best role for a company that is just beginning to expand internationally. Partially provided a rationale for your response.

Satisfactorily examined the role of the subsidiary.  Satisfactorily compared and contrasted global innovators, the integrated player, implementers, and local innovators as subsidiaries. Satisfactorily determined the best role for a company that is just beginning to expand internationally. Satisfactorily provided a rationale for your response.

Thoroughly examined the role of the subsidiary.  Thoroughly compared and contrasted global innovators, the integrated player, implementers, and local innovators as subsidiaries. Thoroughly determined the best role for a company that is just beginning to expand internationally. Thoroughly provided a rationale for your response.

4. Analyze two (2) of the factors that drive the localization of HRM practices for an MNE. Determine two (2) advantages of the localization of HRM practices. Weight: 15%

Did not submit or incompletely analyzed two (2) of the factors that drive the localization of HRM practices for an MNE. Did not submit or incompletely determined two (2) advantages of the localization of HRM practices.

Insufficiently analyzed two (2) of the factors that drive the localization of HRM practices for an MNE. Insufficiently determined two (2) advantages of the localization of HRM practices.

Partially analyzed two (2) of the factors that drive the localization of HRM practices for an MNE. Partially determined two (2) advantages of the localization of HRM practices.

Satisfactorily analyzed two (2) of the factors that drive the localization of HRM practices for an MNE. Satisfactorily determined two (2) advantages of the localization of HRM practices.

Thoroughly analyzed two (2) of the factors that drive the localization of HRM practices for an MNE. Thoroughly determined two (2) advantages of the localization of HRM practices.

5a. Determine the impact of the culture and institutional context (environment) on recruitment and selection. Weight: 5%

Did not submit or incompletely determined the impact of the culture and institutional context (environment) on recruitment and selection.

Insufficiently determined the impact of the culture and institutional context (environment) on recruitment and selection.

Partially determined the impact of the culture and institutional context (environment) on recruitment and selection.

Satisfactorily determined the impact of the culture and institutional context (environment) on recruitment and selection.

Thoroughly determined the impact of the culture and institutional context (environment) on recruitment and selection.

5b. Determine the impact of the culture and institutional context (environment) on training and development. Weight: 5%

Did not submit or incompletely determined the impact of the culture and institutional context (environment) on training and development.

Insufficiently determined the impact of the culture and institutional context (environment) on training and development.

Partially determined the impact of the culture and institutional context (environment) on training and development.

Satisfactorily determined the impact of the culture and institutional context (environment) on training and development.

Thoroughly determined the impact of the culture and institutional context (environment) on training and development.

5c. Determine the impact of the culture and institutional context (environment) on compensation. Weight: 5%

Did not submit or incompletely determined the impact of the culture and institutional context (environment) on compensation.

Insufficiently determined the impact of the culture and institutional context (environment) on compensation.

Partially determined the impact of the culture and institutional context (environment) on compensation.

Satisfactorily determined the impact of the culture and institutional context (environment) on compensation.

Thoroughly determined the impact of the culture and institutional context (environment) on compensation.

5d. Determine the impact of the culture and institutional context (environment) on task distribution. Weight: 5%

Did not submit or incompletely determined the impact of the culture and institutional context (environment) on task distribution.

Insufficiently determined the impact of the culture and institutional context (environment) on task distribution.

Partially determined the impact of the culture and institutional context (environment) on task distribution.

Satisfactorily determined the impact of the culture and institutional context (environment) on task distribution.

Thoroughly determined the impact of the culture and institutional context (environment) on task distribution.

6. 3 references Weight: 5%

No references provided

Does not meet the required number of references; all references poor quality choices.

Does not meet the required number of references; some references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

7. Clarity, writing mechanics, and formatting requirements Weight: 10%

More than 8 errors present

7-8 errors present

5-6 errors present

3-4 errors present

0-2 errors present