Task Performance of Expatriates Based on Emissary Model of Global Human Resource Strategy

This survey study examined predictors of the task performance of Korean expatriates in India, while considering their globalization status. Task performance was significantly influenced by opportunities for career development and satisfaction of global human resource management practices. However, cultural intelligence, family adjustment and willingness to accept a global assignment did not significantly influence task performance. Using an emissary model of international HR strategy that conforms to Korean companies’ current globalization status, we explain these results and also suggest valuable insights to fast-growing companies from newly industrializing or emerging economies so that they can develop a relevant strategy for improving task performance of their expatriates.

Blockchain pilot for factory conditions shows promise

Headline INTERNATIONAL: HR blockchain?

BUSINESS AND THE POLITICS OF HUMAN RIGHTS: The Protection of Human Rights Defenders by State and Business as an Opportunity to Build Up a Democratic Society in Brazil

This paper considers the interplay of international law, politics and national law in the protection of human rights defenders (HRDs) that are challenging businesses practices in Brazil. It argues that the Brazilian State and transnational and domestic businesses have a responsibility to protect HRDs and should adopt robust means of doing this, embracing their work as opportunity rather than a threat in building up a democratic society. To demonstrate the validity of this claim, this paper highlights the role of HRDs in promoting corporate responsibility and in exposing and remedying the adverse human rights (HR) impacts of business in Brazil. It further explains how HRDs working on issues of corporate responsibility and accountability are under threats and attacks from both state and non-state actors as a result of their work. The paper then analyses some of the responses from the organized civil society, business, and the Brazilian State in order to tackle violence against HRDs. The paper considers that the relationship between business and the Brazilian State is dialectical and complementary and, as such, should be arbitrated by the international HR system. In this process, the paper calls for a binding instrument to regulate the activities of transnational corporations and other business enterprises to be adopted at the UN level and argues that it could potentially influence the rhetoric and practices in the politics of HR in Brazil. The final section provides an explanation for how the Brazilian State and transnational and national businesses should protect HRDs. Keywords: Business. Human Rights. Human Rights Defenders.

A Comparative Analysis of the Factors Effecting the Employee Motivation and Employee Performance in Pakistan

Employee motivation is considered as a force that drives the employees toward attaining specified goal and objectives of the organization. Now days it is one of the sizzling issue in organizations since every wants to make best use of their financial and human resources. Our Purpose of this study is basically to identify that what kind of factors influence employ motivation in Pakistan and up to which extent motivation affects the employee performance. Two preceding factors influence the employ motivation. By using self-administered questionnaires we collected data from our 150 respondents. For regression analysis we entered all that that data into SPSS and do analysis also. Results of our study show significant relationship of employ motion and employ performance. Our study is a vital source for the national and international HR personnel’s to collect information how different factors effect employee motivation and performance.

International HR Assignment in Recruiting and Selecting: Challenges, Failures and Best Practices

This study attempts to examine various issues pertaining to the complexities of international assignment, one of the major dimensions of International Human Resource Management (IHRM). It is our hope that by deep understanding of the uniqueness of international staffing policies, root causes of expatriate failure as well as the challenges encountered by expatriates; a more strategic IHRM approach can then be strategized by multinational corporations (MNCs) taking into consideration of some personalized best practices in effort to avoid or reduce the chances of international assignment failures in future.