What are the issues of standardization and localization in general for multinational enterprises

Please respond to the following separate paragraphs 

What are the issues of standardization and localization in general for multinational enterprises (MNEs) and how do they particularly manifest themselves in IHRM activities? Which of these issues do you think is most important to effective IHRM? How should IHRM departments address this issue?

Be sure to respond to at least one of your classmates’ posts.

• Classmate Post:
• Good morning Professor and classmates,

A disadvantage of standardization is that a company has to make its processes and procedures uniform throughout the entire organization. Although this makes functions like quality control more straightforward for businesses, it takes away the uniqueness of each branch, and a one size fits all approach may not be suited for each market. Standardization affects IHRM because HR professionals working with employees in different countries and cultures will not be successful when trying to approach all of them in the same manner due to cultural and employment law differences. The HR department can address this by updating and altering its processes and procedures to align with local companies and their practices. Although, in the beginning, this may be more expensive and labor intensive for a company, it will help them remain successful in foreign markets and attract more local talent in the long run. 

A disadvantage of localization is the time and resources it takes to gain an in-depth understanding and knowledge of the target market and their cultural differences. Language and cultural differences can be a barrier that is hard to overcome for businesses that try to expand to different countries. Localization affects IHRM because HR professionals must adapt to target cultures and collaborate with local professionals instead of attempting to change their current processes and procedures to match the company. The HR department can address this by including local professionals in the process of adjusting current company processes and procedures to the expectations and standards of the local economy. 

POST

Hi there1) one paragraph answering the question What are the issues of standardization and localization in general for multinational enterprises (MNEs) and how do they particularly manifest themselves in IHRM activities? Which of these issues do you think is most important to effective IHRM? How should IHRM departments address this issue?2) Responding to classmate’s post below: Good morning Professor and classmates,A disadvantage of standardization is that a company has to make its processes and procedures uniform throughout the entire organization. Although this makes functions like quality control more straightforward for businesses, it takes away the uniqueness of each branch, and a one size fits all approach may not be suited for each market. Standardization affects IHRM because HR professionals working with employees in different countries and cultures will not be successful when trying to approach all of them in the same manner due to cultural and employment law differences. The HR department can address this by updating and altering its processes and procedures to align with local companies and their practices. Although, in the beginning, this may be more expensive and labor intensive for a company, it will help them remain successful in foreign markets and attract more local talent in the long run. A disadvantage of localization is the time and resources it takes to gain an in-depth understanding and knowledge of the target market and their cultural differences. Language and cultural differences can be a barrier that is hard to overcome for businesses that try to expand to different countries. Localization affects IHRM because HR professionals must adapt to target cultures and collaborate with local professionals instead of attempting to change their current processes and procedures to match the company. The HR department can address this by including local professionals in the process of adjusting current company processes and procedures to the expectations and standards of the local economy.

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