International HR Practices - Buy Online NMIMS MBA Solved Assignments Winter December 2025

 

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International HR Practices

Dec 2025 Examination

 

 

Q1. A multinational corporation is sending a senior manager and their family to lead a new subsidiary in Japan. The manager has strong technical skills but limited exposure to Japanese culture, and their spouse is concerned about language barriers and adapting to local customs. Previous expatriate assignments have failed due to poor family adjustment. The HR department is tasked with developing a comprehensive pre-departure training program to address these challenges and ensure a successful transition. Based on the scenario, how should the HR team design a pre-departure training program to ensure both the expatriate and their family are adequately prepared for cultural and language differences in the host country, thereby minimizing the risk of assignment failure? (10 Marks)

 

 

Q2. A European technology firm with subsidiaries in Asia, North America, and Africa is facing increasing dissatisfaction among both expatriate and local employees regarding compensation packages. Expatriates feel that hardship allowances and tax equalization are insufficient, while local employees perceive inequity compared to their expatriate colleagues. The HR team is under pressure to design a compensation system that is fair, competitive, and compliant with diverse local regulations, while also managing costs and supporting talent retention. Evaluate the effectiveness of the company’s international compensation strategy in balancing equity, motivation, and cost control across its global subsidiaries. Critically assess the challenges faced and propose justified recommendations for improving the compensation framework to address both expatriate and local employee concerns. (10 Marks)

 

Q3(A). A global technology firm has experienced a high rate of expatriate assignment failures, primarily due to the inability of expatriates’ families to adjust to new cultural and linguistic environments. The HR director is tasked with overhauling the pre- departure training process to ensure both employees and their families are better prepared for international assignments. The company operates in diverse regions with significant cultural and language differences. Design a comprehensive pre-departure training program for expatriates and their families that addresses both cultural and language adaptation, (5 Marks)

 

Q3(B). A global financial services firm has noticed significant differences in employee attitudes towards HRM, performance appraisal, and work-life balance between its European, Asian, and American offices. These differences have led to inconsistencies in performance outcomes and employee satisfaction. The HR leadership seeks a new performance management system that is culturally sensitive, fair, and aligned with the company’s strategic objectives. Design a cross-cultural performance management system that accommodates varying attitudes towards HRM and work-life balance in different regions. (5 Marks)

 

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