Discuss about “Managing and developing a global workforce”.
It is very crucial for any of the concerned firms to understand the desired requirements of the concerned market segments as to execute their concerned business processes. The international management of the human resources critically evaluates the desired set of the actions which aims to manage the global level of the human resources for the concerned firm and helps in achieving the objectives of the firm as well as it provides the competitive advantage over the other competitors concerned. The employees are considered to be the most significant assets of any of the particular firm as they enhance the effectiveness of the concerned firm. Avon is one of the leading companies dealing with the beauty, personal care and the household items for the respective women (Avon, 2016). The 2013 reports of the firm evaluate the desired fact that the annual sales of the company were near $10.0 billion. The human resource management of the Avon Company plays the vital role in evaluating the business process of the concerned firm. It is the key responsibility of the concerned managers of the firm to evaluate the desired needs of the organization and formulate effective strategies in order to enhance the satisfaction and the reliability of the concerned users (Adams, 2014). The company sells its products for more than 100 cities throughout the world and thus the management of the complete workforce is very crucial for the firm. There are some of the crucial responsibilities of the Human Resource Department for any of the concerned association. They are the recruitment of the effective and the efficient employees within the firm, training to the employees, professional development, benefits along with the compensation and the ensuring of the legal compliance (Armstrong, 2014). There are some of the crucial practices for the International human resource management, which are as follows:
In order to enhance the effectiveness of the entire firm the most crucial is to recruit the potential and skilled candidates as will help to improve the overall profitability of the firm. The mission, as well as the vision of the concerned firm, plays the most significant role in enhancing the successful growth of the organization (Bigné Alcañiz et al., 2010). HR staffing, as well as the selection practices usually, are merely based on the association’s mission along with the office culture. For illustration, an employer that distinguishes the worth of place of work diversity hold recruitment practice intended to catch the attention of a different candidate pool. Staffing practices lie beneath recruiting actions and purposes such as funding profession fairs at different college as well as universities with varied apprentice populations, promotion job vacancy crossways numerous venue to attain a wide audience (Brewster, 2011). There are different companies who eventually use different techniques to manage the employees on the international level as to facilitate the desired expansion of the concerned firm. The qualifications, skills and the desired experience of the candidates are considered to be of immense importance as this improves the overall performance of the concerned association.
Flexibility within the work-life schedules of the respective employees associate with the firm is important as this enhances the willingness of the employees towards the work process of the firm. Implementing elastic work timetable, offering employees with the telecommuting choice along with training supervisor to mark signs of the concerned place of work pressure advice the managerial culture evenly supports workers to achieve work-life stability. Managing the arrangement of logistics, modifying expertise for distant access along with conducting the effective training assembly are fundamentally transactional tasks (Burke, Noblet, and Cooper, 2012). Though, these concerned functions eventually make consequences learning work atmosphere since they allow superior competence and, thus, amplify the concerned time workers have to dedicate to relatives obligations as well as individual endeavors.
Effectual means of the training is significant for the development of the work processes of the concerned firm. Training to the newly recruited employees helps to make them understand the business as well as the work process of the concerned organization. The development of the products of the Avon Company needs to be evaluated by the respective employees of the firm. The employees should understand their desired role as to bring out the desired positive outcomes for the organization concerned. Training along with growth are HR supervision functions that comprise the fresh member of staff orientation, occupation skills guidance, management preparation as well as expert development (Entrekin and Scott-Ladd, 2013). These actions progress employees’ work skills within their existing location as well as furnish them with desired skills with knowledge for the cross serviceable job that may amplify their worth to the association. Proficient development sustains an association succession preparation plan by organizing the desired future leaders merely for the superior level occupation along with more dependability. HR administration guidance, as well as development function, replicates advertising from inside practice along with support workers job goals.
The use of the compensation increases the willpower of the employees to provide their best efforts in order to expand the desired business functions of the concerned organization. Compensation plus benefits frequently are sighted mutually, presenting an inclusive vision of how employer recompenses their respective employees (Fabozzi and Markowitz, 2011). Though, it seems at recompense by itself propose a clean image of HR supervision practices since worker wages contain up to 70 percent of the concerned employer’s price to function her dealing.
The employees from different parts of India and china needed to be selected on the basis of their ability and skills and as per the business requirement. This will help to manage the local customers throughout the respective country. Two of these countries have different requirements as per their work cultures are concerned. The overview of the human resource management helps in understands the practices and the roles of the HR managers within the concerned firm. Human resources operational function includes setting of the administration, record maintenance as well as new worker and the payroll dispensation. These two countries have different capable employees who can understand the brains and the crucial needs of the customers (Duarte, 2010). The desired extent towards which HR subdivision staff holds these particular operational function depending upon their skill, bulk of the workers as well as the departmental financial plan. In numerous cases, the branch budget is able to hold up outsource these particular operational function, thus allowing the concerned time for the HR personnel to dedicate its concentration to effective HR planned supervision as an alternative of focus on employees administration kind of duties (Entrekin and Scott-Ladd, 2013). The selection of the employees needed to be done on the basis of the desired qualification that the employees retain. The most crucial for the firm is to enhance the effectiveness among the employees of the organization. Moreover, the selection of the local employees that is of the respective country will help in evaluating the desired growth of an entire firm.
Cross-cultural training is of great importance as it helps the employees to understand the value of the different cultures across the world and makes them understand to respect these cultures. The role of the managers would be to enhance the desired mentality of the concerned employees regarding paying respect to the cross cultures of the different countries such as India and China. The political, as well as the cultural environment, needs to be considered as to maintain the stability of the working process of the concerned firm. The role of the Human Resource department is to enhance the diversified cultural practices in order to evaluate the effectiveness of the concerned (Fabozzi and Markowitz, 2011). The most general as well as most extremely rated kinds of the cross-cultural teaching assuming by the reacting graduates are universal cultural consciousness, operational through or supervising cultural variety along among culture-specific guidance. The mainly highly rated preparation approaches impartial lecturing along with interactive movements or the combined lecture and the fieldwork. The information plus skills of the trainer were too rated as to be the one of the finest aspects of cross-cultural preparation. Fulfillment rating by the graduates for optional cross-cultural teaching division was nearly 12% superior to for interior units. Whereas three-quarter of reacting graduates supposed the period of cross-cultural guidance was very suitable, half recommended that enlarged moment would develop the session of training (Fukukawa, 2014). There must be suggested amplified communication plus content for the desired training session.
Cultural dimensions of china and India with that of USA
There are some of the crucial factors which reflect the cultural differences between china, India with that of USA. There are different types of the cultural dimensions such as the individualism, masculinity, uncertainty avoidance, long-term orientation and Indulgence. In order to compare the cultural dimensions of china and India with that of the USA, it is important to understand the desired impact of these dimensions on china (Gilbert, De Winne and Sels, 2015). The basic problem addressed by particularly this element is the concerned scale of interdependence a culture maintain amongst its respective members. It mainly refers that the self-image of the people with the words such as “I” or “We”. In nonconformist society’s public are hypothetical to seem behind themselves and their through people only. In collective society public goes within ‘groups’ which take concern of them in substitute for loyalty. These factors evaluate the deseeded culture prevailing within the china and it is important for the HR managers to formulate the effective strategies also facilitate the growth of the concerned firm. At the particular score of the 20, China is an extremely collective culture wherever public performs in the well-being of the concerned group and not unavoidably of themselves (Griseri and Seppala, 2010). In general group thought influences the hiring as well as the desired promotion with quicker in a group (like the family) is receiving privileged treatment. Worker promise to the association (except unavoidably towards the public within the association) is little. While dealings with the different types of the colleagues, it is helpful for interior groups which are aggressive for those groups. Individual relations succeed over mission along with the company. Masculinity is one of another crucial factor which reveals the desired cultural aspects of china (Härtel and Fujimoto, 2010). An elevated score (male) on particular this element indicate that the concerned society may be motivated by opposition, attainment as well as success, with the desired victory being definite by the actual winner / finest within ground the worth scheme that starts within school plus continues all through organizational existence. A lower feminine score on particular this dimension reflects that the prevailing ethics within the culture are kind for the others as well as the excellence in the life. This society is considered to be one where the desired superiority of existence is the desired symbol of accomplishment and status out as of the mass is not commendable. The primary reason is to understand the desired requirements or the demands of the choices of the females or the concerned males within that particular country (Heery and Noon, 2008). It is very crucial for the human resource department to understand the desired value of the diverse workforce of the different countries especially with that of the china and India as compared with that of USA.
Now evaluating these two cultural dimensions of USA will reflect the desired execution of the business process within the country. The American principle is “freedom along with fairness for all.” This is the desired evidence by an open stress on equivalent rights in all of the aspect of the concerned American culture as well as government . Inside American organization, the hierarchy is recognized for expediency, superior are easy to get to and manager depends on the individual workers along with the team for their concerned expertise. Together managers, as well as workers, anticipate to be consulting with information that is common frequently (HRM and Quantitative: Decision Tree and Vector Analysis in HRM Theory, 2014). At the similar time, the desired means of communication is casual, direct as well as participative to the certain degree. The culture is merely within which the anticipation is which public seem behind themselves with their instant family only plus must not depend (too greatly) on the establishment for the desired support. The score of US is seen to be 62 on Masculinity and this reflects the typical behavioral pattern of an American. This is mainly described by the arrangement of an elevated drive of Masculinity mutually through the very Individualist drive throughout the world. Furthermore, Americans, need to talk, for showing their Masculine force independently (Jacobs, 2009). The Chinese, though, contain the identical culture in particularly this admiration. The query, consequently, must be: is the similar force not usually to be highlighted on the exterior? This dissimilarity is an indication of the concerned senior score for the US on the hesitation escaping as compared with that of UK. Moreover, in both the society, the same drives can be easily found, but the Americans reflects it up-front while the Chinese will give rise to surprise. There is another cultural dimension such as the long-term orientation which also creates a major effect on the managing the diverse workforce of the firm. India’s score on individualism is 48 and this is a society particularly with individualistic and the collectivist traits (Lane, 2012). The collectivist part reveals that here is an elevated liking for being within a superior social structure in which persons are predictable to take action in agreement with the superior concerned products. In such circumstances, the proceedings of the personality are mainly prejudiced by a variety of perception like the view of an individual family, comprehensive family, neighbors, the desired job group as well as other such different types of the networks that a person has various affiliations The manager or the employee association is the best of prospect based on the desired prospect – Loyalty of the concerned worker and approximately family guard by concerned Employer.
Figure: Cultural dimension of china Vs USA
The differences of the cross-cultural communication eventually give rise to many of the conflicts. Therefore, it is crucial for any of the concerned organization to understand the desired aspects of the different cultures prevailing in different countries and people or the employees needs to respect these cultures. The managers are the concerned leaders then play the most crucial role in evaluating the desired growth and the expansion of the entire firm within that particular country. In order to overcome these difference between the different types of the people coming from different cultures, the effective use of the communication process needs to be adopted it will help in reducing the conflicts within the workplace and will enhance the effectiveness of the firm. Cultures openly influence business communication procedures, together verbal as well as nonverbal (Marchington and Wilkinson, 2008). A few cultures, counting Australia’s, that of United Kingdom as well as Germany, put elevated consequence to the expressions really spoken. Different cultures, counting Japan as well as Arab customs, still put implication on the verbal sound, but to put the huge consequence on the desired circumstance of the discussion (Rigoberto Parada Daza, 2009). Stillness carries connotation in all of the different cultures, also this may interpret in diverse ways throughout cross-cultural trade meeting. The concerned manager or the concerned leader’s needs to evaluate the deseeded significance and the importance of the different cultures that prevails within some of the well-known countries such as China and India as it will help to increase the productivity as well as the profitability of the firm. Training is considered to be of immense importance as it helps in developing the desired communicational skills and the ability of the concerned employees coming from diverse cultures. Some business could decide to follow the professional session of training within effective business communication through a magnitude on cultural perceptive. For illustration, the international Business Communication teaching plans accessible by Different University consist of training on the different types of cross-cultural consciousness for the global business setting (Sison, 2015). Participant dissects educational case studies, study communication expertise as well as perform sustainable trade communication ability.
Impact of the role of women in both countries on Avon’s HR development plan
A woman plays the most imperative role in making effective HR practices on managing the employees of the concerned firm. The HR practice of Avon internationally is quite good as per the diversified workforce are concerned. The two of the countries i.e. India and China have diverse cultures which need to critically understand by the Women in order to facilitate the HR development plan for Avon on managing the concerned employees associated with the firm. The women play the different character at the same instance in evaluating the desired growth of the concerned firm (Thompson, 2011). The managers need to understand the desired requirements of the different employees respective of their gender. The management of the female employees needs to be on top priority as India is concerned because there are several cases of workplace harassment and sexual assault on the women. Similarly, through china the women need to create awareness among the different people regarding the development of the mentality and maintaining the effectiveness within the concerned workplaces (Trong Tuan, 2012). A serious responsibility that the HR leaders or manager undertake is functioning with the administration to conclude the business future personnel requirements, salary expenses along with expenditures. She manages particularly the corporation’s interior as well as exterior society dealings programs. She frequently creates plus conducts worker approach surveys, workings to get better work relations, oversee or create in-house circular as well as publication, worker help programs, employee transfer services, corrective events along with outplacement facilities. The women of these two countries need to evaluate the significance e of the development of the business process of Avon as well as it should help in managing the desired employees of the organization. Training in addition to human resource improvement is the central segment of HRM as this could comprise historically disqualified social group as well as particularly women in diverse teaching as well as development program (Vardy and Vardy, 2012). One of the best programs is the effective leadership’s expertise teaching as an imperative step within career expansion of workers with management potential, which leads more to the expansion of peak management on the basis of diversity ethics. HR professionals to propose the strategy for escalating worker obligation towards the association. This begins by using the employing process or harmonizing employees by the correct position as per the desired qualifications. Previously hired, workers should be dedicated to their respective jobs plus feel challenge all through the year from their concerned manager. The HRM squad of Avon including the skillful women helps a trade to expand competitive benefits, which engage structuring the ability of the corporation so it may propose exclusive sets of the desired goods or the concerned services to all the respective customers (Varma and Budhwar, 2013). To construct effectual human resources, personal companies contend with all other in the” conflict for ability.” It is not concerning hiring ability; this sport is concerning keeping public and serving them develop as well as stay dedicated more than the longer-term. There are certain key issues within India and China which need to be analyzed properly as this will help in bringing out the desired positive results of the firm. Training to the newly recruited employees helps to make them understand the business as well as the work process of the concerned organization (Visser, 2010). The development of the products of the Avon Company needs to be evaluated by the respective employees of the firm.
In order to reduce the HR issues or the conflicts between the employees coming from the diverse culture most crucial is to understand the needs and demands of the concerned, market segments. Collaboration between the employees and their working styles is significant for maintaining the effectiveness within the workplace of the concerned firm. The women help to enhance the understanding between the employees of different countries such as India and China. At different levels within an association, the managers as well as HR expert work jointly to expand the desired ability as well as the capability of the concerned employees (Warner, 2005). For instance, HR professional advice manager along with supervisor for assigning workers to the diverse role within the association, thereby serving the association acclimatize productively to its surroundings. In an elastic association, workers are shift approximately to diverse trade function on the basis of trade priority in addition to employee preferences. Understanding the desired needs of the employees is crucial as it helps in maintaining the efficiency of the firm. The women of India, as well as China, come from diverse cultures and this creates an immense impact on the execution of the business procedure of the firm. The woman HR professional of these two countries understand the desired cultures of their concerned countries and provides the desired effort to evaluate the growth of the entire firm. The Women HR professionals to suggest effective strategies for rising worker obligation to the association. This begins by by means of the recruiting procedure or harmonizing people through the right position as per their desired qualifications (Warner, 2005). The Chinese, though, contain the identical culture in particularly this admiration. Together managers, as well as workers, anticipate being consulting with information that is common frequently. Flexibility within the work-life schedules of the respective employees associate with the firm is important as this enhances the willingness of the employees towards the work process of the firm. At the similar time, the desired means of communication is casual, direct as well as participative to the certain degree. Formerly hired, the workforce should be dedicated to their respective jobs as well as feel challenging all through the year with the respective manager. Managing the arrangement of logistics, modifying expertise for distant access along with conducting the effective training assembly are fundamentally transactional tasks (White and Druker, 2013). The women critically reflect the desired success of the entire firm depends on managing the employees within the concerned firm and offering suitable facilities as per the crucial needs. The use of the compensation increases the willpower of the employees to provide their best efforts in order to expand the desired business functions of the concerned organization.
References
Adams, M. (2014). Latest Developments in Officers’ Duties of SMEs. Journal of Business Systems, Governance & Ethics, 6(3).
Armstrong, M. (2014). Armstrong’s Handbook of Human Resource Management Practice. London: Kogan Page.
avon, a. (2016). Avon Products Inc.
Bhatia, S. (2008). Emerging human resource management (HRM). New Delhi: Deep & Deep Pub. Pvt. Ltd.
Bigné Alcañiz, E., Alvarado Herrera, A., Currás Pérez, R. and Rivera Alcami, J. (2010). Latest evolution of academic research in corporate social responsibility: an empirical analysis. Social Responsibility Journal, 6(3), pp.332-344.
Brewster, C. (2011). International human resource management. London.
Burke, R. and Cooper, C. (2012). Human resource management in the nonprofit sector. Cheltenham: Edward Elgar.
Burke, R., Noblet, A. and Cooper, C. (2012). Human resource management in the public sector. Cheltenham: Edward Elgar.
Carroll, C. (2013). The handbook of communication and corporate reputation. Chichester, West Sussex: Wiley-Blackwell.
Corporate Social Responsibility. (2016). IJSR, 5(1), pp.1829-1831.
Duarte, F. (2010). Corporate social responsibility in a Brazilian mining company: “official” and divergent narratives. Social Responsibility Journal, 6(1), pp.4-17.
Entrekin, L. and Scott-Ladd, B. (2013). Human Resource Management and Change. Hoboken: Taylor and Francis.
Epstein-Barr nuclear antigen 3B (EBNA3B). (2012). Science-Business eXchange, 5(13).
Fabozzi, F. and Markowitz, H. (2011). The theory and practice of investment management. Hoboken, N.J.: John Wiley & Sons.
Fukukawa, K. (2014). Corporate Social Responsibility and Local Community in Asia. Hoboken: Taylor and Francis.
Gilbert, C., De Winne, S. and Sels, L. (2015). Strong HRM processes and line managers’ effective HRM implementation: a balanced view. Human Resource Management Journal, 25(4), pp.600-616.
Griseri, P. and Seppala, N. (2010). Business ethics and corporate social responsibility. S.l.: South-Western Cengage Learning.
Härtel, C. and Fujimoto, Y. (2010). Human resource management. Frenchs Forest, N.S.W.: Pearson Australia.
Heery, E. and Noon, M. (2008). A dictionary of human resource management. Oxford: Oxford University Press.
HRM and Quantitatives: Decision Tree and Vector Analysis in HRM Theory. (2014). CBR, 13(06).
Jacobs, C. (2009). Management rewired. New York, N.Y.: Portfolio.
Lane, M. (2012). Eco-republic. Princeton, N.J.: Princeton University Press.
Marchington, M. and Wilkinson, A. (2008). Human resource management at work. London: Chartered Institute of Personnel and Development.
Rigoberto Parada Daza, J. (2009). A valuation model for corporate social responsibility. Social Responsibility Journal, 5(3), pp.284-299.
Sison, A. (2015). Happiness and virtue ethics in business. Cambridge: Cambridge University Press.
Thompson, P. (2011). The trouble with HRM. Human Resource Management Journal, 21(4), pp.355-367.
Trong Tuan, L. (2012). Corporate social responsibility, ethics, and corporate governance. Social Responsibility Journal, 8(4), pp.547-560.
Vardy, P. and Vardy, C. (2012). Ethics matters. London: SCM Press.
Varma, A. and Budhwar, P. (2013). Managing human resources in Asia-Pacific. Hoboken: Routledge, Taylor and Francis Group.
Visser, W. (2010). The A to Z of corporate social responsibility. Chichester, West Sussex, U.K.: Wiley.
Warner, M. (2005). Human Resource Management in China Revisited. London: Taylor & Francis Ltd.
White, G. and Druker, J. (2013). Reward Management. Hoboken: Taylor and Francis.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download