If an MNE pursues a multi-domestic strategy, what are the human resource implications?
hope this helps to what I am doing.....I have to follow that discussion by examining the relationship among the human resource function and the sourcing/manufacturing and the marketing functions of MNEs that pursue each of those strategies
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The major functions of human resources management are to get the best possible employees, to train them to work well within the firm's culture, and to maintain their morale and effectiveness throughout their time with the firm. A multi-domestic strategy has clear implications for these processes.
In general, a multi-domestic strategy means that a firm's HR department will have to provide different kinds of employees for the branches of the firm in each different country. This will have to be a very decentralized process rather than a "one size fits all" process. The HR department(s) will first have to understand the different needs of the different branches. Will different countries have different corporate cultures? Are different skills needed for employees in different countries? Are there differences in local cultures that will have an impact on the sorts of things that need to be done to maintain morale? All of these things are going to need to be figured out on a country-by-country basis.
Overall, then, a multi-domestic strategy means that a firm's HR management will have to be diversified and flexible to accomodate the different needs of the different branches of the firm.
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