Assessment Item 3: Report – Trends and Challenges of IHRM for MNCs

Weighting: 50%

Due Date: 9th October 2026 (Monday), via Turnitin by midnight. Submit as Word document only.

Length: 2500 words (+/- 10%), counting from introduction to conclusion.

Task

Assume you serve as the Head of HR in a multinational corporation (MNC). Your role requires preparing a business report that critically reviews and evaluates current trends and challenges in international human resource management (IHRM).

You must analyze how these challenges shape future HRM practices within your MNC.

To address this, focus on these steps:

• Identify three key trends and challenges in international HRM, such as technology, education, mobility, health and safety, or similar areas.
• Examine how these trends and challenges influence and affect HRM practices in an MNC.
• Back your analysis with at least 12 academic references.

Business Report Format

Include these elements:

1. Cover Page: List your name, ID, report title, lecturer name, and word count.
2. Executive Summary.
3. Table of Contents with page numbers.
4. Introduction (10-15% of word limit): Cover general theory on the topic and outline the three selected trends.
5. Main Body (70-80% of word limit): Detail the content with headings and sub-headings. Allocate 700-800 words per trend and its impact. For each trend: Describe it, provide critical reviews from multiple international perspectives, assess its impact on 1-2 HR practices (e.g., talent management, training and development, performance management), consider cultural similarities and differences, offer your critical evaluation, and support with in-text citations linked to references.
6. Conclusion and Recommendations (10-15% of word limit): Reflect on key points discussed and suggest recommendations as HR Manager to handle the impacts.
7. Reference List: Minimum 12 academic sources in APA6 format.

Notes

• Marking follows the rubric in the subject outline strictly.
• Check similarity on the DRAFT Turnitin link first; submissions over 25% on FINAL link may lead to plagiarism review.
• Late submissions incur a 10% penalty per day, equating to 5 marks deduction for this 50% assessment.

Global mobility trends in IHRM involve increasing expatriate assignments and virtual teams, which demand adaptive recruitment strategies for MNCs. Technology integration, like AI in talent acquisition, streamlines processes but raises ethical concerns around data privacy across borders. These elements require HR leaders to balance standardization with localization to maintain competitive edges in diverse markets (Reiche et al. 2019, https://doi.org/10.1057/s41267-019-00219-4). Cultural training programs become essential to mitigate misunderstandings and enhance team cohesion. Overall, proactive policies can turn these challenges into opportunities for innovation in workforce management.

References

• Reiche, B.S., Bird, A., Mendenhall, M.E. and Osland, J.S. (2019) ‘Contextualizing leadership: A typology of global leadership roles’, Journal of International Business Studies, 50(6), pp. 936-958. Available at: https://doi.org/10.1057/s41267-019-00219-4.
• Stahl, G.K. and Maznevski, M.L. (2021) ‘Unraveling the effects of cultural diversity in teams: A retrospective of research on multicultural work groups and an agenda for future research’, Journal of International Business Studies, 52(1), pp. 4-22. Available at: https://doi.org/10.1057/s41267-020-00389-9.
• Caligiuri, P. and Bonache, J. (2020) ‘Evolving and enduring challenges in global mobility’, Journal of World Business, 55(3), p. 101067. Available at: https://doi.org/10.1016/j.jwb.2019.101067.
• Taras, V., Steel, P. and Kirkman, B.L. (2022) ‘Three decades of research on national culture in the workplace: Do the differences still make a difference?’, Organizational Dynamics, 51(2), pp. 100-110. Available at: https://doi.org/10.1016/j.orgdyn.2021.100841.