International Human resource Mangament Case Study

International Human resource Mangament - Case Study ExampleThey will similarly shed more light into their cultural expectations to curb the culture shock. Second, have welcoming program and manual of arms for new employees of different cultures when they go to influence for the company branches in countries different from theirs in order to serve them get acclimatized with the expectations of that culture sooner. The policy should not impose cultural expectation to the foreigners but let them be free to decide on issues like accommodation on their own to avoid the awkwardness and to a fault emphasize privacy and freedom. This would disembowel more foreigners and increase the diverse workforce (Adekola and Sergi, 2007).3. Chinese firms generally leap out from a poor image of low product quality, poor CSR and HRM. How would you help Lenovo to attract non-Chinese talent to work for the Company in its global operations, particularly outside China?One way is to establish salmagundi i n their management with no discrimination whatsoever of gender, race or age to help attract more foreigners. The company should also use a bottom-up approach when trying out CSR activities. The employees should be fully engaged in these decisions. This will help them feel part of the company and being appreciated and this virtue attracts many people. The development and enforcement of cross-cultural management policy will also be an added reinforcement to the company since people will feel their needs are being addressed and hence make out comfortable with working with the company (Caligiuri, Lepak and Bonache,