(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
Stages of Strategic International HRM:
The multidomestic approach creates subsidiaries, giving priority to cultural sensitivity.
Key Issues in Strategic International HRM:
Ethical and social responsibility considerations become crucial, requiring adherence to host-country cultures and regulations. Global talent management and technology/data security emerge as key issues,
Stages of Strategic International HRM:
Our journey through the stages reveals the adaptive strategies organizations employ when expanding internationally.
Key Issues in Strategic International HRM:
HR's role in addressing ethical and social responsibility concerns takes the spotlight, highlighting the importance of aligning with local regulations and cultural norms.
Key Issues in Strategic International HRM:
Global talent management and technology/data security emerge as key issues, demanding strategic attention.
Stages of Strategic International HRM:
The multinational strategy standardizes globally, while the global strategy aims for cost-effective, culturally responsive products, adopting a geocentric approach.
Key Issues in Strategic International HRM:
Cultural diversity poses challenges in communication styles and work ethics across different global markets.
Case Studies/Real-World Examples:
Our case study analyzes the impact of sustainable HRM on employee performance in a Sri Lankan company, CGC.
Frameworks/Methodologies:
We explore key strategic frameworks—Bartlett and Ghoshal's Four Strategies, Michael Porter's Diamond Framework, PESTEL Analysis, the Networked Organizational Model, and the Resource-Based View framework.
Key Issues in Strategic International HRM:
Cultural sensitivity training emerges as a key solution to bridge gaps related to cultural diversity and communication styles.
Corporate Strategy and Strategic International HRM:
Zooming in on the growth strategy within corporate strategies, we witness how HR plays a central role in standardizing procedures for global markets.
Academic Research/Contributions:
Research questions address staffing approaches, reasons for using expatriates, recruitment procedures and criteria, and repatriation management.
Pros and Cons of Strategic HRM:
Strengths include a focus on learning, compliance, and organizational culture.
Academic Research/Contributions:
The research questions address staffing approaches, reasons for using expatriates, recruitment procedures and criteria, and repatriation management.
Outcomes/Consequences:
Cultural integration and diversity present both opportunities and challenges, necessitating cultural sensitivity training.
Stages of Strategic International HRM:
The global strategy's geocentric approach signifies a strategic shift in firm management, adopting a holistic consideration of global perspectives.
Why Organizations Go Global:
Organizations expand globally for market growth, access to resources, risk diversification, and technological advances.
Academic Research/Contributions:
We delve into an article examining how South Korean multinational enterprises manage international recruitment and selection in their Chinese operations.
Corporate Strategy and Strategic International HRM:
Corporate strategies cover growth, stability, and restructuring, with a special spotlight on the international side of HR practices.
Stages of Strategic International HRM:
Starting with the domestic strategy, we explore global markets with minimal HR policy adjustments.
Pros and Cons of Strategic HRM:
Weaknesses involve a potential lack of a strategic framework, customer focus, and understanding of financial components.
Corporate Strategy and Strategic International HRM:
Multi National Companies are in the limelight for standardizing global HR procedures, including employee benefits, management development, and compensation structures.
Frameworks/Methodologies:
The frameworks are essential for international HR managers to navigate global complexities.
Case Studies/Real-World Examples:
Challenges faced by CGC and its strategic transition to sustainable HRM practices are detailed. Sustainable HRM methods, including training, incentives, and recruiting, are explored.
