Question:
Discuss about the International Human Resource Management for Employees.
Contemporary business organizations are entering in the global market in order to enhance their market share and market presence. However, in operating in the global market scenario, there are various aspects that should be considered by the business organizations. One of the key factors is the maintenance of the diversity in the workforce (Jonsen et al. 2013). This is due to the reason that, in the global business scenario, employees are being recruited from various regions across the world. Thus, these business organizations will have diversified workforce, which should be maintained effectively. This is due to the reason that, in the diversified workforce, employees belongs from different social and cultural backgrounds (Okoro and Washington 2012). In accordance to that, they will have different requirement and expectation from the organization. Thus, business organizations entering in the global market and operating with diversified employees will have to initiate effective strategies in order to enhance the effectiveness of the diversified workforce.
Qantas is one of the leading and biggest airliners in Australia as well as in the whole world. They are also one of most renowned brands in terms of the employer branding among the job seekers. However, in the recent years, they have faced the issues with their employees in their different operational units around the world. This is due to the reason that, Qantas is having their operational facilities around the world with having diversified employees (Patrick and Kumar 2012). However, one issue being faced by them is the ineffective maintenance of the employees in the workplace. According to the report being published, employees in the Qantas are having the problem with the workplace condition. Moreover, employees being recruited from different cultural and social backgrounds have also accused the organization that effective maintenance of the workforce diversity is not being enhanced. In addition, it is also been reported that, effective training and for the employees from different cultural backgrounds is not being initiated and thus these employees are facing challenges in effectively communicating with the local employees.
For the above discussed issues, Qantas should implement effective management of human resources in order to prevent these issues. One of the key and effective measures for the business organizations is the international human resource management. Initiation of the concept of international human resource management will help the business organizations to effectively manage and fulfill the requirement of the diversified workforce. One of the key aspects of international human resource management is the recruitment. Recruiting and selecting the right employees who can get adjusted with the existing organizational culture and procedures will help to reduce the chance of employee related issues. According to Bratton and Gold (2012), there are mainly three approaches being followed in enhancing the effectiveness of the recruitment policies of the business organizations. According to the authors, one of the approaches is the initiation of the ethnocentric approach. In this case, the employees are being selected only from the parent country of the organizations in their host country facility. Though, this model does not promote the diversity in the organization, but also helps the organizations to bring forward their organizational culture in their host country facility also. The organizational values and cultures are being effectively followed in the host country unit due to having the same culture of the employees from the parent country (Gehman, Trevino and Garud 2013).
Another approach in the recruitment process is the polycentric approach. According to Tiwari (2013), polycentric approach refers to the recruitment of the employees from the host country. In this model, business organizations have the advantages of effectively determining the local market requirement due to the presence of the local employees. According to the author, in this case, the issues related to the diversity are being effectively mitigated due to the reason that entire organizational structure is being filled with the human resources from the host country. However, both of these approaches are not promoting diversity in the workforce and thus, there is less chance of having the issues related to the diversity. On the other hand, it is to be noted that in the initiation of the process of the international human resource management, these approaches will help to effectively manage the employees from social and cultural backgrounds (Jeon and Choi 2012). Moreover, though diversified workforce cannot be maintained with these two approaches but these will help the business organizations to maintain the employees from the same social backgrounds in different operational facilities around the world.
Another approach in the recruitment process is the geocentric approach. According to Guo, Rammal and Dowling (2016), polycentric is the only staffing approach in the international human resource management that promotes having diversified employees in the organization. According to this approach, business organizations selects employees both from the host and home countries based on the organizational requirement and skill and expertise of the candidates. This approach promotes having employees from different social backgrounds in the organization.
Effective implementation of the above stated steps will help Qantas to reduce the probability of the employee related issues. Moreover, with having effective policy of recruitment of the employees, Qantas will have the access to the skilled and expertise employees, which will further help them to enhance the competitive advantages of them in the market. As discussed earlier, employees from different cultures and social backgrounds had accused the organization of not initiating the effective working environment in the workplace. Thus, initiation of effective training programs will be beneficial for the organization due to the reason that, employees will be trained with the domestic culture of the host country (Ford 2014). Thus, the issues related to the employees from different social background can be mitigated. Another recommended measure will be the initiation of the effective policy of diversity and equality among the employees. This is due to the reason that, if the employees from different social backgrounds can be given equal representation in the organization, then all the employees will feel involved in the organization and employee related issues will be reduced and prevented.
Workforce diversity is one of the major aspects that should be considered by the business organizations in the current business scenario. According to Podsiadlowski, Gröschke, Kogler, Springer and Van Der Zee (2013), effective management of the diversity in the workplace will have positive implications on the employee engagement. This is due to the reason that, due to the reason of effective management of the diversity in the organization, employees will feel motivated if the particular community from where they belong is being given the proper attention. Thus, the effectiveness and the productivity of the employees will get enhanced.
According to the theory being stated by Maslow regarding the motivational level in the workplace, it is being stated that various factors should be considered to enhance the level of motivation of the employees. If the working environment in the organization can be effectively maintained then the safety needs and love and belonging needs of the employees will get fulfilled. Thus, with the effective maintenance of the diversity in the organization, the working environment in the organization will get enhanced. This will in turn help the employees to feel more motivated in the organization. In addition, with having the motivated employees in the organization, the organizational productivity will get increased along with the increase in the level of satisfaction of the employees. Thus, the above identified issues can be avoided.
As discussed earlier, there are various issues being identified in the internal management of Qantas. One of the key issues being identified is the lack of maintenance of diversity among the employees. There will be various negative implications for these identified issues for the organization. One of the key implications will be the lack of motivation among the employees. This is due to the reason that, if the diversity is not being maintained in the workforce, then employees will feel connected with other internal stakeholders in the organization belonging from the different social backgrounds. Thus, the initiation of the mutual trust and cooperation among the employees will not get enhanced. It will also affect the relationship between the internal stakeholders.
Another key implication from the above identified issues will be providence of ineffective customer service. This is due to the reason that, if the employees are not being involved and engaged in the organization, then they cannot be able to provide effective service to the customers. Thus, the customer satisfaction level will get affected along with the customer loyalty of Qantas. According to the opinion being given by Anitha (2014), employee engagement will determine the performance of the employees in the organization. This is due to the reason that, as per the author, the more engaged will be the employees, the more effectiveness and performance of the employees. They will feel more involved in the organization. Thus, it will in turn enhance the customer service quality. However, as discussed earlier, ineffective management of the diversity in the organization will de-motivate the employees and it will adversely affect the performance and effectiveness of the employees of Qantas.
For the contemporary business organizations, managing the employees is one of the key aspects that should be considered by them in order to gain competitive advantages in the market. This is due to the reason that, the more effectively the employees will be managed, the more engaged will be the employees in the organization. Moreover, initiation of the effective human resource management will further help the organization to train and equip the employees in meeting the organizational challenges (Beardwell and Thompson 2014). As discussed in the above case, majority of the contemporary business organizations are operating in the global market and thus they are having diversified employees from different cultural and social backgrounds.
In this case, initiation of the international human resource management will be more beneficial due to the reason that, it will help the organization to effectively manage and fulfill the diversified requirement and expectation of the employees. According to Jiang, Lepak, Hu and Baer (2012), initiation of human resource management will further help the organization to provide effective customer service. Moreover, due to the reason that, Qantas is an service organization and they deals directly with the end customers, thus providing effective customer service is having more benefits for them. As discussed in the above case, initiation of the international human resource management involves initiation of various recruitment approaches to select the right employees for the right job (Koskan et al. 2013). Moreover, implementing the different approaches in different situations will help them to achieve positive outcome from the internal management.
Enhancing the diversity policy in the organization is much important for Qantas due to the reason that, it will create the effective understanding and mutual cooperation among the employees, which will in turn reduce the chance of employee oriented issues in the organization. One of the key measures should be taken by them is to provide training to the entire workforce consisting both the employees from the home and host countries (Topno 2012). Providence of the training will help the organization to aware the employees about the benefits of the workforce diversity. Thus, the employees will have the awareness about the benefits of having the diversified workforce in the organization.
Another measure that can be initiated by Qantas is the initiation of the geocentric approach of staffing. This is due to the reason that, geocentric approach will help the organization to select employees from both the home and host countries. Thus, the workforce will have the employees from various social and cultural backgrounds (Treven 2017). The more will be differentiation among the social background of the employees, the more they will be motivated to communicate with other employees. Thus, it will in turn help the organization to have effective diversity in the workforce of them.
Reference
Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gehman, J., Trevino, L.K. and Garud, R., 2013. Values work: A process study of the emergence and performance of organizational values practices. Academy of Management Journal, 56(1), pp.84-112.
Guo, Y., Rammal, H.G. and Dowling, P.J., 2016. Global talent management and staffing in MNEs: An introduction to the edited volume of international business and management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv). Emerald Group Publishing Limited.
Jeon, H. and Choi, B., 2012. The relationship between employee satisfaction and customer satisfaction. Journal of Services Marketing, 26(5), pp.332-341.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
Jonsen, K., Tatli, A., Özbilgin, M.F. and Bell, M.P., 2013. The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), pp.271-294.
Koskan, A.M., Hilfinger Messias, D.K., Friedman, D.B., Brandt, H.M. and Walsemann, K.M., 2013. Program planners’ perspectives of promotora roles, recruitment, and selection. Ethnicity & health, 18(3), pp.262-279.
Okoro, E.A. and Washington, M.C., 2012. Workforce diversity and organizational communication: Analysis of human capital performance and productivity. Journal of Diversity Management (Online), 7(1), p.57.
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges. Sage Open, 2(2), p.2158244012444615.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37(2), pp.159-175.
Tiwari, N., 2013. Managing human resources in international organizations. Global Journal of Management and Business Studies, 3(4), pp.355-360.
Topno, H., 2012. Evaluation of training and development: An analysis of various models. IOSR Journal of Business and Management, 5(2), pp.16-22.
Treven, S., 2017. Human resource management in international organizations. Management: journal of contemporary management issues, 6(1-2), pp.177-189.
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