Assignment 3: Presentation of Assignment 2 Due Week 10 June 15th at 11pm In this assignment, you will condense information from Assignment 2 to create a PowerPoint presentation. Create a nine (9) slide PowerPoint Presentation in which you: 1. Provide a title slide (as indicated in the format requirements below) followed by a slide with an introduction to your presentation. 2. Summarize your response to each of the criteria in Assignment 2 – one (1) slide per criterion, for a total of six (6) slides. 3. Provide a summary slide which addresses key points of your paper. 4. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. Your assignment must follow these formatting requirements: •Format the PowerPoint presentation with headings on each slide and three to four (3-4) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions. •Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length. The specific course learning outcomes associated with this assignment are: •Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness. •Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals. •Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for operating in multiple countries. •Select performance management processes to assess and improve performance throughout a multinational corporation. •Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals. •Use technology and information resources to research issues in global HRM. •Write clearly and concisely about global HRM using proper writing mechanics. Dowling/Festing/Engle 6th Edition, 2013 Macromolecules of Life: Testing for Amino Acids Peter Jeschofnig, Ph.D. Version 42-0085-04-01 Lab Report Assistant This document is not meant to be a substitute for a formal laboratory report. The Lab Report Assistant is simply a summary of the experiment’s questions, diagrams if needed, and data tables that should be addressed in a formal lab report. The intent is to facilitate students’ writing of lab reports by providing this information in an editable file which can be sent to an instructor. Data Table 1 Test Tube # Desc ...

1. Assignment 3: Presentation of Assignment 2
Due Week 10 June 15th at 11pm
In this assignment, you will condense information from
Assignment 2 to create a PowerPoint presentation.
Create a nine (9) slide PowerPoint Presentation in which you:
1. Provide a title slide (as indicated in the format requirements
below) followed by a slide with an introduction to your
presentation.
2. Summarize your response to each of the criteria in
Assignment 2 – one (1) slide per criterion, for a total of six (6)
slides.
3. Provide a summary slide which addresses key points of your
paper.
4. Narrate each slide, using a microphone, indicating what you
would say if you were actually presenting in front of an
audience.
Your assignment must follow these formatting requirements:
•Format the PowerPoint presentation with headings on each
slide and three to four (3-4) relevant graphics (photographs,
graphs, clip art, etc.), ensuring that the presentation is visually
appealing and readable from 18 feet away. Check with your
professor for any additional instructions.
•Include a title slide containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The title slide is not included in the required slide length.
The specific course learning outcomes associated with this
assignment are:
•Analyze international business strategy to identify human
resource requirements and formulate supporting HRM plans that
can improve productivity and contribute to the firm’s
competitiveness.
•Propose staffing alternatives for foreign operations and address
the considerations for the use of expatriates versus localization
or third-country nationals.

2. •Assess recruiting and selection strategies that can be used to
effectively meet organizational requirements for operating in
multiple countries.
•Select performance management processes to assess and
improve performance throughout a multinational corporation.
•Propose training programs to improve performance throughout
a multinational corporation and address the considerations for
effective learning in a diverse workforce of expatriates, host
country nationals, and third-country nationals.
•Use technology and information resources to research issues in
global HRM.
•Write clearly and concisely about global HRM using proper
writing mechanics.
Dowling/Festing/Engle 6th Edition, 2013
Macromolecules of Life: Testing for Amino
Acids
Peter Jeschofnig, Ph.D. Version 42-0085-04-01
Lab Report Assistant
This document is not meant to be a substitute for a formal
laboratory report. The Lab Report Assistant is simply a
summary of the experiment’s questions, diagrams if needed, and
data tables that should be addressed in a formal lab report. The
intent is to facilitate students’ writing of lab reports by
providing this information in an editable file which can be sent
to an instructor.
Data Table 1
Test Tube #
Description
Observations
1
Egg/albumin

3. 2
Pepsin solution
3
Sugar
4
Water
Questions
A. What is the purpose of this experiment, and for what
substance are you testing? B. Which of the test tubes is the
control?
C. Which test tube did you find to contain the most of the test
substance?

4. D. Beside the control, which test tube contained the least of the
test substance?
Experiment
Macromolecules of Life: Testing for Amino Acids
www.LabPaq.com
141
©Hands-On Labs, Inc.
E. What can you conclude from your observations?
F. How might you use the Biuret reagent test in a practical
real-life situation? G. What do you feel you have learned in
doing this exercise?
9
BUS 325 - Global Human Resource Management: Assignment 2
Alphreda Omondi

5. International Assignments
By: Alphreda Omondi
Instructor: Prof. Keith Lipscomb
Strayer University
May 31st, 2014
Component of the Pre-departure Training
The pre-departure training should have the following
components for it to be helpful to the employees in their foreign
work environments;
The training should compose inter-cultural aspects that
will help the employees adjust to the new foreign environment
where they are to be posted. The foreign environments have
different cultural environments from the one that the employees
are currently working. Employees need to be trained on how
they should quickly adapt to the new environment and act in
accordance to the new cultural environment with little difficult
(Johnson, 2009).
The pre-departure training should be composed of the
basics of the language that is spoken in the foreign environment
where the employee is to be posted. Language is key since it is
the backbone of all communication in any given work
environment. The pre-departure training should incorporate the
language skills that will ensure that employees will not have
any difficulties in handling and delegating their assignments in
their new work environment (Tung, 1981).
The pre-departure training should incorporate
psychological aspects that will be tailored to help the employees
to easily and quickly adapt to the foreign work environment.

6. The employees will certainly be away from their families and
friends and they will be in a completely new environment. They
need to be advised on how they will psychologically adjust to
the new environment away from their friends and families
without their adjusting affect their working and daily
operations.
The pre-departure training should incorporate
environmental aspects and characteristics of the foreign
environments where the employees are to be posted. This way,
employees will be
aware of what they expect in the new environments and how
they should prepare themselves about the new environment.
Environmental aspects could be a barrier to adjustment to the
new environment and it would make it hard for employees to be
comfortable in the new environment especially if the
environment conflicts with the general wellbeing of an
individual (Tung, 1981).
The pre-departure training should incorporate aspects of
the roles and responsibilities that are likely to change in the
new work environment and be alerted in advance whether their
roles and responsibilities are to change through increment or
reduction. This prepares their psychology and lets them know
what is required of them. This is of great importance since it
helps the employee adjust easily and quickly to fill in the gap
that is in the firm in the foreign environment. Notification of
the roles and responsibilities assignees are required to play
helps employee know why they are to be sent to delegate their
roles and responsibilities at the international level (Tung,
1981).
Criteria for Employee Assessment
Employees in the foreign countries have to have their
distinct assessment criteria. The assessment is different because
the work environments vary from one country or region to
another. The management would apply the following assessment

7. criteria for their employees in foreign countries;
The assessment of employees working in foreign work
places should be highly based on the quality of work that the
employee delivers compared to what the employee is expected
to
deliver in a given time period. The quality of work can be
measured through different ways and it can be done by
assessing the amount of work that an employee has done that
requires to be done again could be due to errors and mistakes. It
could also be done on the basis of the amount of work by an
employee that is not accepted or is rejected. This way, it would
be easy to assess whether the employee is delivering high, poor
and average quality work. The better the quality of work is
done, the greater the level of efficiency and, the better the
levels of customer satisfaction and subsequent total
performance and output by the organization.
The manner in which employees working in foreign work
stations are able to complete tasks assigned to them in terms of
timeliness could be used as a criteria for assessment. Employees
are assigned different tasks and usually, there are timelines
when a task should have been handled. The employees could be
assessed whether they are able to delegate and have done their
roles and responsibilities in the expected time frames. An
employee should be assessed whether they are capable of having
things done when they are supposed to be done. Timeliness in
handling tasks and assignments ensures that much amount work
is covered and there are few carry forwards in terms of work
and assignments (Ulrich, 1997).
The degree which an employee is able to follow the set
rules and regulations and adhere to the set policies in foreign
workplaces is an important criterion for assessment for
employees working in foreign workplaces. In the new
environment, the rules and policies are definitely far much
different compared to those in the previous workplace.
Determination of how well they are able to comply with the set

8. principles would help determine whether they are adapting well
to the new work environment. The adaptability to policies set
determines the output, cooperativeness, performance and
productivity of employees. Compliance with the policies
enhances the performance and productivity of employees.
Recruiting and Selection Strategy
In offering international assignments, the following
recruiting strategies should be followed by the management;
The technical ability of an individual is one of the
strategies and criterion that the firm should consider in
selecting employees for international assignments. In the
international work stations, there are specific assignments that
selected employees are required to fulfill. The individuals
selected for international assignments should be those who are
able and possess the required skills to delegate their
international assignments. The technical ability of an individual
determines whether an individual can be relied on to conduct
themselves without supervision and guidance (Tung, 1981).
In recruiting and selecting individuals for international
assignments, the management should consider the ability of an
employee to easily understand and subsequently apply the local
language in communication and in dispensing duties and roles
effectively. The personnel to be selected should be those who
are easily compatible with the locally spoken language. This
way, the employees will be able to adjust quickly and easily to
the new environment and be able to relate with customers in the
new environment easily and much quickly (Bruce, 2003).
The management would consider applying the strategy of
issuing selection tests among employees. Through these tests,
the management can be able to assess the personality and
characteristics of an individual. The most desirable personality
traits are then identified and
matched with those of individual employees. The employee with
the most suitable personality traits and characteristics is then

9. selected for the international assignment (Tung, 1981).
Staffing alternatives
The two staffing alternatives are part time members of
the staff who operate on part time throughout in place of
permanent employees but provide similar services to those that
other members of the permanent staff would provide. The other
is members of staffs who are there or exist to provide assistance
to certain members of staff before they full adjust and get to
fully know the work activities and environment (Johnson,
2009).
The best fit staffing alternative for foreign operations at
the firm is the staffing alternative that helps new members of
staff to fully acquaint themselves with different work activities.
This staffing alternative reduces on costs of hiring a part time
employee who could even charge higher than other members of
staff. Once the permanent or full time member of staff fully gets
to know what is required of them, they are likely to easily
become better and more efficient to part time members of staff
whose reliance and availability at the work place is dependent
on their availability and convenience (Ulrich, 1997).
Mentoring System
The provision of a high quality mentoring system is of
great importance for international assignees. The mentoring
system would play an integral part in ensuring that employees
are made to easily and quickly catch up and adjust to the new
working environment as they get to delegate their assigned
international assignments. The mentoring system acts as
guidance on what should be done in what way and at what time.
Guiding the employees would be of great importance especially
because they might feel out of place in new work environments
and end up doing the wrong thing despite knowing or being
aware of what should and requires to be done (Bruce, 2003).
A quality mentoring system would be of great importance
in ensuring that employees do not make many mistakes or errors
as they delegate their roles and duties in the international
assignments. In a new work environment, the assignees are very

10. likely to make mistakes and errors in delegating their
assignments. The mentoring system should act as guidance to
the employees to ensure that they guide them and through
guidance, the probability that one could make an error in
delegating their roles and assignments is relatively low.
Measuring Returns on Investment (ROI)
Measuring Returns on Investment for international
assignments is of great importance because it indicates whether
the presence of new employees and their subsequent assignment
of their different roles and responsibilities has added value in
the work produced and the impact it has had on the welfare of
the firm. In measuring the Return on Investment for
international assignments, the following would be done;
To begin with, the measurement of the Returns on
investment must be done within a defined and a given time
frame or a given time period. The measurement would consider
the improvements and enhancement in efficiency, productivity
and performance. International assignees should have added
value to the firm where they are sent for assignments in terms
of enhancing efficiency and increasing productivity and
subsequent performance of tasks. If there is a positive change
and improvement impacted by sending the international
assignees, then there is a positive return on Investment on these
assignees. If there is zero change and improvement in terms of
efficiency, performance and productivity of the firm, then there
is zero impact and Return on Investment of the employees
assigned the different roles and responsibilities at the
international scene (Bruce, 2003).

11. References
Bruce, J. (2003). Investment Performance Measurement. New
York: Wiley & Sons.
Conaty, B. (2010). The talent masters: why smart leaders put
people before numbers. New York: Crown Business.
Johnson, P. (2009). HRM in changing organizational contexts.
London: Routledge.
Riley, J. (1980). Management and ideology: the legacy of the
international management movement. Berkeley: University of
California Press.
Tung, R. (1981). ‘Selection and Training of Personnel for
Overseas Assignments’: Columbia Journal of World Business,
68–78.
Ulrich, D. (1997). Human resource champions: the next agenda
for adding value and delivering results. Boston: Harvard
Business School Press.