This thesis explores specific aspects of human resource management in an international environment. The purpose of the thesis is to analyse some of HR activities in an multinational organization and to provide recommendations to challenging areas in company Concur.

This thesis analyses marketing strategy of international company Groupe SEB that operates on the market of small domestic appliances and cookware. The company strategically manages portfolio of several international and regional brands. In my work I speak about the theoretical background of the international marketing principles and focus on the analysis of the marketing strategy of each brand with concrete examples and comparison.

Trots att industrin står för hela 20 % av den totala sysselsättningen i Sverige, utgörs 80 % av branschens anställda av män. I denna kvalitativa studie av det multinationella företaget Stora Enso, undersöktes företagets arbete med Gender Diversity Management på marknader med olika typer av nationell kultur. Teorier som berör International Human Resource Management, Gender Diversity Management och nationell kultur utgör studiens teoretiska referensram. Fem intervjuer har genomförts med informanter från Stora Ensos olika avdelningar. Studien visade att Stora Enso har en del lokala policys gällande GDM, men att detta bör arbetas mer konkret med på central nivå, då de anställda upplevde att företaget i vissa avseenden brast inom ämnet. Då det fanns både fördelar och nackdelar med Stora Ensos arbete med GDM på såväl hemmamarknaderna som värdmarknaden finns det inga tydliga indikationer på att olika typer av nationell kultur har varit avgörande för företagets möjlighet att bedriva GDM.

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This thesis examines approaches to international human resource management by Taiwanese MNCs located in the UK. A range of international human resource management models are discussed, from the universalist paradigm originating in the US to more contextual models, particularly those emphasising the impact of culture. The key elements of Chinese culture and their application to management are reviewed Interview and questionnaire data is drawn from 32 Taiwanese companies operating in the UK in the manufacturing and financial services sectors, and is analysed using SPSS and NVivo packages. Key findings include that the cultural origin of Taiwanese managers remains crucial in the way they manage UK subsidiaries. The small size of the Taiwanese companies also influences their internationalisation and international human resource strategy. In addition, there is a sectoral difference in the different HR practices being adopted. Japanese MNCs have been the only non-western MNCs to have been studied in depth. Although the Japanese and Chinese have been said to share a similar culture, they are shown in this thesis to adopt different techniques to achieve their HRM goals. It is concluded that many goals similar to those of western models of HRM can be found in Taiwanese MNCs, but achieved through different HR practices, for example, group reward rather than individual reward for commitment. It is suggested that conventional HRM frameworks fail to readily explain companies of non-western origin and the thesis tries to develop an IHRM model suitable for Chinese MNCs. Following strong economic development in China, research on Taiwanese MNCs can contribute to future perspectives on Chinese internationalisation and management transfer.

Against the backdrop of the historical failure of official development assistance to alleviate poverty in the Third World, this thesis examines the current approach of Western aid donors toward development. The thesis asks whether aid policy processes indicate a willingness, or capacity, on the part of official donors to more fully engage with the causal complexity of development, and so potentially improve development outcomes. Considering the case study of the Australian bilateral aid program to Papua New Guinea from both top-down and bottom-up policy perspectives, the thesis concludes that, in relation to Australia, there are significant structural and institutional impediments to change. The Australian Department of Foreign Affairs and Trade, and its interpretation of national interest, dominate high-level aid policy-making, even though the objectives of foreign policy and those of foreign aid differ. Australia's official development agency, AusAID, is limited in its capacity to legitimately challenge this dominance, not least because its use of contracted-out projects restrict its corporate knowledge and its ability to influence policy agendas and networks. Overcoming this impasse requires creative management on the part of senior public servants and non-governmental members of the aid policy community alike.

Univ., Diss.--Göteborg, 2005. / Literaturverz. S. 210 - 221.

Thesis (M.A.)--University of Canterbury, 2008. / Typescript (photocopy). Includes bibliographical references (leaves 132-140). Also available via the World Wide Web.

The Diploma thesis deals with the analysis of the risks that may arise in international trading. The aim of this work is on the basic of the identified analyses to design appropriate measures to eliminace the risk. In the theoretical part are described theoretical insights on international trading and concepts from the field of risk management. In the practical part comes to the performance of the enterprise and business areas. Furthermore, here we find assessment of the current situation of the company, containing an analysis of the external and internal enviroment. The results will be drawn up a risk analysis method RIPRANTN. The last part of the diploma thesis is a proposal for measures to eliminace risk.