Thinking on HRM in MNCs has shifted from calls to be more locally considerate and globally integrated (Prahalad and Doz, 1987) to a more hybrid approach (Chung et al., 2014; Shimoni and Bergmann, 2006). The notion that MNCs always dominate local competition is also being questioned. Santos and Williamson (2015) found that local companies were two-and-a-half times more likely to gain superior performance over MNCs in the same locality because indigenous organisations are often much better at engaging with customers and users, suppliers, talent, regulators, and institutions and contribute greater social value. Kwan (2015: 51) reminds us to avoid monolithic approaches; for instance he argues that it is important for HR professionals not to aggregate national cultural or managerial behaviours throughout Asia and to ask particular questions to understand differences. For instance, working conditions in Laos, Indonesia, and South Korea are quite different.

Working in groups of at least three, nominate individuals to represent key stakeholders from each organisation:
Human Resources in the Volkswagen Group
Our success is based on the qualification and personal commitment of approximately 610,000 people who are employed by the Volkswagen Group. A company will only be able to survive in the face of international competition if it has a top team characterised by a high level of competence, dedication, inventiveness and fitness. Competence is created from good basic training and a life-long willingness to learn. Dedication ideally means entrepreneurial thinking and actions, not only by management staff. Active contribution of ideas and participation are expected of all members of staff. The success factors are encouraged in our human resources processes and in projects.
HR and Corporate Services in FIFA
Human Resources and Corporate Services is part of the Finance and Administration Division. The seven departments within the Human Resources and Corporate Services Division are Delegation and Event Services, Facility Management, Human Resources, Information and Communication Technology, Language Services, Logistics and Reception. The focus and objectives of the Human Resources and Corporate Services Division are to provide all kinds of services for the Home of FIFA and FIFA events worldwide to enhance and enable FIFA's football mission and to ensure that FIFA's corporate services are provided efficiently and effectively for all the FIFA employees, partners and customers.
National Health Service Wales Human Resources Mission Statement
We will provide a high quality, approachable and confidential service to managers, staff and clients. We will stay in touch with staff needs, offering support and advice to improve staff working lives and in turn patient care. Our values are to: provide a quality effective service through team work; provide support, advice and guidance to our customers and HR colleagues in line with customers' needs, with regard to work life balance; promote ourselves and our business' value and continually develop ourselves and others; treat each other fairly as we would like to be treated ourselves with dignity and respect; promote a blame free, non-bullying culture and a secure working environment; be open and approachable; be knowledgeable and have a professional understanding of each department in HR; maintain confidentiality.
Questions
1 Compare the cultural, structural, and systems challenges for HR managers, line managers, employee representatives, and employees for the three organisations.
2 What might the first two companies learn from the third example in terms of HR practices to rectify reputational damage caused by employees and senior executives?