HR policies. Most multinationals involved with the survey are European (46% Scandinavian) and 16% American. Two thirds claim they have an “International HR unit” with a cross-border coordination system for managers. Generally speaking, HR policy is determined at the level of the multinational’s headquarters and then sent out to the subsidiaries. The researchers point out that Danish subsidiaries are highly free to make decisions as regards communication, participation and employee representation, but not as regards pay and performance. It seems that American businesses give their subsidiaries less decision-making powers than Swedish multinationals, whose Danish subsidiaries have a relatively high degree of autonomy.
ltinationals involved with the survey are European (46% Scandinavian) and 16% American. Two thirds claim they have an “International HR unit” with a cross-border coordination system for managers. Generally speaking, HR policy is determined at the level of the multinational’s headquarters and then sent out to the subsidiaries. The researchers point out that Danish subsidiaries are highly free to make decisions as regards communication, participation and employee representation, but not as regards pay and performance.
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