THE SCENARIO The given International Human Resource Management case addresses challenges and concerns related to establishing an international subsidiary that aligns with the overall corporate strategy. Global Learnings Inc. is a prominent educational materials supplier in the United States, specializing in learning tools and systems for use in technology, science, and business classrooms. The company also develops and provides books, manuals, videos, software, and hardware for technology education, instructional development, and business applications. Global Learnings Inc. has three main divisions, each representing a distinct strategy: quality enhancement, innovation, and cost-reduction. The Manufacturing Divisions primary focus is quality enhancement, and the company has a strong track record of providing high-quality products that are widely adopted by leading schools and corporate training programs. The Creative Development Division is primarily focused on innovation and is known for providing cutting-edge teaching materials that incorporate the latest techniques and processes. The Transportation, Service, and Maintenance Division is primarily focused on cost-reduction and provides affordable service and maintenance programs. The Human Resources Department of Global Learnings Inc. includes four sections: Staffing, Training, Career Devel- opment and Performance Appraisal, Labour-Management Relations, and Compensation and Benefits. The company also has human resource specialists in each of its four divisions across the country. Global Learnings Inc. has made a decision to expand its business to Japan, a region that differs significantly from the United States in terms of organization, politics, law, and culture. However, market researchers have revealed an immense opportunity and significant projected demand in this market, leading the company to purchase a small, well-established education firm in Japan. As the companys internationalization project manager, Sean Dickson must determine who to hire as a manager for this newly acquired firm. The primary strategy for this factory is to enhance the quality of its products. Therefore, the chosen manager must be capable of maintaining quality standards and ensuring that employees comprehend the importance of delivering high-quality goods. Additionally, the manager must possess a clear vision regarding the development of educational products specifically for the East Asian market, requiring innovation and knowledge of high-tech educational products. This role will also involve developing long-term plans, making decisions on new educational products, hiring and managing the performance of current staff, and ensuring subsidiary strategies align with the parent company. There are some major differences between Japan and the US in labour laws. In Japan, it is common practice to have long-life employment and one cannot fire people without a legally defensible reason. There are also collective bargaining agreements that are made with unions, but which cover employees outside the unions. On the other hand, the U.S. has something called at-will employment. Japan does not. This means that, in the US, employers can terminate an employment relationship without notice, for any reason, so long as doing so is not a violation of a protected class. Another difference is the union system. Japanese unions are more centralised and more powerful in collective bargaining; whereas US unions are more fragmented and less powerful in upholding the rights of the employees. Hoshino Taikuchi is a 45-year-old Japanese man. He is a manager in the Japanese high-tech company Global Learnings Inc. just bought. He was against the trade and has not talked kindly about Global Learning Inc. On the other hand, he worked with the former company for ten years and he knows the employees well. He has always been well-liked in the company and does his work well. Hoshino has a wife and two teenage daughters. He has never worked anywhere else except in Japan. Jason Beatie is a 36-year-old American man. He has worked with Global Learnings Inc. for five years as manager of a production department. He has always done his work well within the company, and his boss has nothing but good things to say about him. He has shown a real aptitude for guiding high-quality production operations and is considered a rising star in the company. Jason has never worked outside the US, but he is very anxious about this new opportunity and he is ready to take on the challenge. Still, he does not wish to work abroad for a long time, just a few years to gain experience and help the company start its business in Japan. Jason has a wife and three young kids. Jess May is a 27-year-old Australian woman. Despite her young age, she has had a lot of experience in the high tech industry. She has worked several years in Taiwan, South Korea and Malaysia, so she knows the far Asian market quite well. She speaks Mandarin Chinese and Korean, but not Japanese. Her present employer is a South Korean company, where she was recently promoted to be a project manager. The reason she is applying for this position is for new challenges. She seems really career-oriented. She seems very motivated and anxious to work with Global Learnings Inc. She is still single and does not plan to get married or have kids in the near future. THE PORTFOLIO TASKS / QUESTION 300 words -

The Staffing Context: Global Learnings Inc. is considering sending one of their employees overseas to manage the new business. What staffing options would be recommended, and what are the reasons for suggesting these options?

In addition to providing recommendations for the four aforementioned aspects, also describe any perceived issues or problems, as well as advantages associated with the recommendations.