The Configuration of Developing and Integrating IHRM Practices in Auto Parts MNC Subsidiaries:

The Case of Schaeffler Technologies in India

By

Acknowledgement

This research became possible because my research supervisor and family supported me through out this research. So I would like to thanks them for their confidence in me.

Abstract

Title

The topic which has been taken to conduct this research is “The configuration of developing and integrating IHRM practices in Auto parts MNC subsidiaries” and the case study is Schaeffler Technologies in India.

Research objectives

The following are the research objectives which the researcher aimed to achieve by the end of the research.

Research questions

The following are the research questions addressed by the researcher:

What are the mechanisms used in the Auto Parts MNC subsidiaries to integrate IHRM practices?

What are the basic factors on which the strategic decision of IHRM in MNC subsidiary depends?

What is the influence of social network on the internal and external subsidiary of IHRM capabilities?

What are the different approaches or practices of IHRM?

Methodology

The researcher used the mixed research method for this research. There are many reasons due to which the researcher used this method. Mixed research provides more valid data and makes the research more reliable.

Instrument

The researcher used the instrument of questionnaire and interview to conduct this research. The reason for using both qualitative and quantitative approach is that it increases the accuracy of data.

Conclusion

The researcher found out that IHRM is very important for MNC subsidiaries and it is very important for the MNC subsidiary to adopt the practices of parent company. If the policies and practices would be same then the company will have a competitive advantage.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

ABSTRACTIII

1. INTRODUCTION1

1.1 Background1

1.2 Company background1

1.3 Problems statement2

1.3.1 Evolution of HRM3

1.4 Purpose and Significance4

1.5 Research justification5

1.6 Research aims5

1.7 Research Objectives5

1.8 Research questions6

1.9 Hypothesis6

1.10 Structure of the dissertation6

1.11 Summary8

2. LITERATURE REVIEW10

2.1 International Human Resource Management different approaches10

2.1.1 Taking into Account Country and Culture10

2.1.2 Globalisation and international human resource management11

2.1.3. Diversity13

2.1.4 International human resource management and Leadership Style14

2.2 MNC subsidiaries15

2.2.1 Subsidiary role in MNC15

2.2.2 Multinational Strategy and Subsidiary Human Resource Management15

2.3 Practices of IHRM in MNC18

2.3.1 Recruitment and Selection18

2.3.2 Training and Development18

2.3.3 Performance Evaluation18

2.3.4 Compensation19

2.4 MNC Business Environment in India20

2.5 Link between IHRM and MNC21

2.6 Conclusion21

3. METHODOLOGY22

3.1 Mixed Research22

3.2 Classification of research methods23

3.2.1 Multi-method studies23

3.2.2 Mixed method studies23

3.3 Steps in mixed methodology23

3.4 Strength and weakness of the mixed research24

3.4.1 Strengths24

3.4.2 Weaknesses24

3.5 Instrument for data collection25

3.6 Rationale for qualitative and quantitative data25

3.7 Rationale for a Qualitative Study25

3.8 Research Objectives26

3.9 Data collection26

3.9.1 Primary data collection and its Justification26

3.9.2 Secondary data collection and its Justification27

3.10 Sample of the Research28

3.10.1 Steps in sampling process28

3.10.2 Respondents28

3.11 Data collection process and Difficulties28

3.12 Reliability/Dependability29

3.13 Validity30

3.14 Ethical Considerations31

4. FINDINGS32

4.1 Questionnaire analysis32

4.2 Hypotheses48

5. DISCUSSION51

5.1 Interview analysis51

5.1.1 Difference in human resource management policies in different countries51

5.1.2 Incentive structure difference in different countries51

5.1.3 Cultural affects on international human resource management practices52

5.1.4 International human resource management as a strategic tool54

5.1.5 Correlation between employee commitment and IHR Practice55

5.1.6 Difference between human resource management in national and international contexts56

5.1.7 Difference between human resource management in Auto Parts companies with ...