Essential keywords relating to Internation Human Resources Management:

1.   Institutional Distance (ID): Refers to the differences between the regulatory, cognitive, and normative institutions of two countries. It encompasses disparities in legal systems, financial regulations, labor laws, and business practices.

2.   Cultural Distance (CD): The extent of differences in cultural values, traditions, language, lifestyles, attitudes toward time, and social behaviors between countries.

3.   Parent-Country Nationals (PCNs): Employees who are citizens of the country where the multinational company (MNC) is headquartered.

-      Example: An American working in a Chinese subsidiary of an American MNC.

4.   Host-Country Nationals (HCNs): Employees who are citizens of the country where the MNC subsidiary is located.

-      Example: Chinese employees working in the China-based subsidiary of an American MNC.

5.   Strategic International Human Resource Management (SIHRM): A branch of IHRM that focuses on aligning human resource strategies with the overall strategic goals of the MNC, emphasizing global efficiency and competitiveness.

6.   Ethnocentric Approach: A staffing policy in international HRM where key positions in foreign subsidiaries are filled by parent-country nationals.

7.   Polycentric Staffing Approach: An international staffing strategy where the MNC staffs its foreign subsidiaries with host-country nationals.

-      Example: An American MNC employing Indian managers for its operations in India.

8.   Expatriates: Employees of a multinational company who are sent to work in a foreign country, typically for a temporary period, e.g.: A British manager working temporarily in the Indian branch of a UK-based MNC.

9.   Multinational Enterprise (MNE): A corporation that owns and controls production or service facilities in one or more countries other than its home country.

-      Example: Toyota, a Japanese company, has manufacturing plants in various countries including the United States and the United Kingdom.

        I.         Introduction (Suggested 150 words)

Suggested Flow:

●    First sentence: Understand the Global Landscape

     Hints:

-      Start with the increasing momentum of globalization and its implications in multinational corporations (MNCs)

→ How businesses can operate more effectively while maintaining a competitive advantage in the global market

●    Another sentence: Stating the critical role of HR in international strategies and management roles globally

●    2-3 next sentences: Define International Human Resources Management (IHRM)

Hints:

-      Globalization → Stating the critical role of HR in international strategies and management roles globally

→ Introducing IHRM

+    Definition

+    Importance

+    Challenges

Example: In the context of globalization, the role of Human Resources (HR) has evolved to become a critical component in shaping international strategies and managing roles on a global scale (Stahl, Miller, & Tung, 2002). As businesses expand across borders, the need for effective management of diverse workforces and aligning HR practices with international objectives becomes paramount. This encompasses the imperative to attract, develop, and retain highly talented individuals who can lead international operations and effectively implement growth strategies​. Nankervis et al. (2012) add a different perspective by underscoring the challenges associated with transferring Western management strategies and systems to non-Western and emerging country contexts.

●    2-3 next sentences: Provide about the paper’s objective:

○    Aims to compare [One key IHRM frameworks, models, or theories] and [Another key IHRM frameworks, models, or theories], and briefs through their impacts.

○    It also intends to explore the influence of cultural/institutional distance on international staffing in MNEs.