solved R1LO 2: What major HR issues must be addressed as

R1LO 2: What major HR issues must be addressed as an organization moves from an international form to a multinational, global, and transnational form?There are many different HR issues that will need to be addressed as an organization moves from an international form to a multinational, global, and transnational form. Training and development are big factors when expanding your organization. You will want to ensure that your employees have the necessary language training so that they can communicate with their coworkers. You will also want to ensure that you do culture training to potentially lessen the affects of culture shock when an employee moves to a new country for work. You will also want to review the compensation of the employee, including how much they will be paid and in what currency to ensure they know what to expect. Another topic is performance appraisals, you will want to ensure you discuss how the employee’s performance will be reviewed, and how the appraisal could change from their home country and their host country. HR will also want to be aware of any laws that may be different in the different countries, including any differences regarding the labor practices of the country. Another thing to consider is the recruiting of employees, and how that will be conducted to ensure the organization can properly staff the needed positions, as well as if new employees will be hired in the new country or if current employees will move to the new country.R2One of the major Human resources issues to be addressed when an organization moves from an international to global or transnational form is that the attainment of cultural diversity. In addition to the cultural diversity is the language barrier amongst employees and management as well as safety rules and labor practices. Communication with individuals who have a different language, and a different cultural orientation is extremely difficult. Most executives agree that it is among the biggest problems for the foreign business traveler (Snell et. All, 2016). Cross-cultural differences represent one of the most elusive aspects of international business. Other countries perceive the United States differently which is heavily influenced by the culture and society in which they have been educated and trained. Every culture has its expectations for the roles of managers and employees. Training and development are big factors when expanding your organization. You will want to ensure that your employees have the necessary language training so that they can communicate with their coworkers. You will also want to ensure that you do culture training to potentially lessen the affects of culture shock when an employee moves to a new country for work Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources. Cengage Learning.R3LO 1: Do you think the fundamental principles of getting employees highly involved with their work provides an adequate context for designing high-performance work systems? What other concerns or guidelines for developing high-performance work systems would you suggest?While I do believe that getting employees highly involved with their work will help to design high-performance work systems, I don’t believe that it is enough to provide adequate context in the design process. A highly involved employee will definitely be able to provide helpful and valuable feedback about the systems and what works with them and what needs to be improved. The organization will also want to ensure they have shared information and trust, knowledge development, and performance-reward linkage in place to ensure that the feedback that is being provided by the employee is being used and implemented as the high-performance work systems are created and revised. It won’t amount to much if the employee is involved and provides feedback if that feedback isn’t implemented and used to make the product better.LO 2: Although achieving both horizontal and vertical fit are important with regard to high-performance work systems, which do you consider more critical and why?I agree that both horizontal and vertical fits are both important when discussing high-performance work systems. Horizontal fit refers to a situation in which all the internal elements of the work system complement and reinforce one another, so changes in one component will affect all the other components. Vertical fit refers to a situation in which the work system supports the organization’s goals and strategies. High-performance work systems are designed to link employee initiatives to firm’s strategies. I believe that an ideal configuration would be one with the highest degree of horizontal fit. I think it is more important for the internal consistency of the organization’s HR policies or practices. I believe that as the internal consistency improves, the vertical fit will also be in line more which will help with supporting the goals and strategies of the organization.R4LO 1: Do you think the fundamental principles of getting employees highly involved with their work provides an adequate context for designing high-performance work systems? What other concerns or guidelines for developing high-performance work systems would you suggest?I do believe that the fundamental principles of getting employees highly involved with work provide an adequate context for HPWS. High performance work systems (HPWS) create an environment where the employee develops greater involvement and responsibility. A HPWS helps to determine the nature of the work done by the company and enables them to design the jobs required to succeed. High-performance work practices are defined as a way of organizing work in which employees participate in making decisions that have a real impact on their jobs and the broader organization. The aim of these practices is to achieve a high-performance culture, one in which the norms, values, and human resources are combined to create an environment in which the achievement of high levels of performance is a way of life. HPWPs involve substantial investment in human capital to empower employees by developing their knowledge, skills, flexibility, and motivation, with the expectation that the employer will provide them with the ability and the opportunity to deliver input into workplace decisions. Some concerns with HPWS Flat hierarchy, flexibility and agility, self-actualization, and the like supersede conventional organizational forms, but with destructive consequences: employees are slowly becoming disorientated due to decentralized decision-making; they do not know what is expected from them as responsibility is passed on from one team member to another.LO 2: Although achieving both horizontal and vertical fit are important with regard to high-performance work systems, which do you consider more critical and why?I believe that a horizontal fit is more critical for a HPWS because without it, the whole system cannot function to even achieve a vertical fit.Horizontal fit refers to the internal consistency of the organization’s HR policies or practices, and vertical fit refers to the congruence of the HR system with other organizational characteristics such as firm strategy. An ideal configuration would be one with the highest degree of horizontal fit. First is a vertical fit categorizing the alignment of HRM practices and the strategic management processes of the firm. Vertical fit is managed by directing human resources toward the primary initiatives of the organization. Achieving horizontal fit means testing to make certain that all the HR practices, work designs, management processes, and technologies complement one another. The synergy achieved through overlapping work and human resources practices is at the heart of what makes high performance system effective (Snell et. All, 2016).Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources. Cengage Learning.