International HR Strategy For Stargazers Wine

International aspects of HR

In the present scenario, human resources are considered as the most vital and valuable assets of the organization. Nowadays, the competition in almost every industry has become so intense that it is no longer easy for enterprises to gain a competitive advantage over other companies (Welch & Björkman, 2015). Businesses now emphasize on the development and effective management of their human resources to sustain in the market and achieve the desired volume of sales and profits. However, it can be critically argued that management of human resources is not an easy task for organizations as there are various issues and challenges faced during the same (Farndale, Raghuram, Gully, Liu, Phillips, & Vidovi?, 2017).

The present study is based on Stargazers wine which is a leading and most renowned wine manufacturer in Australia. The selected business enterprise offers a diversified range of wines which includes 2017 Tasmania Riesling, 2016 Tasmania Pinot Noir, 2016 Tasmania Chardonnay, 2017 Tupelo, etc. This study outlines international aspects of human resource management with regards to Stargazers wine. The key elements of HR strategy are also highlighted in this report.  

International human resources management can be defined as the process in which different action plans and strategies are employed by global businesses to carry out effective management of all their staff members (Armstrong & Taylor, 2014). The process is also conducted with a motive to accomplish different short and long-term business objectives. Apart from this, the aspects of international human resources also emphasize on providing a competitive advantage to companies.

The HR manager working at Stargazers wine needs to focus on various aspects and areas for carrying out the smooth flow of all HR related activities and practices. The concept of international human resource management explains that a manager is required to perform more HR related activities in international HRM. In addition to this, the HR manager of Stargazers wine will be needed to develop a broader perspective regarding things and areas related to employees or staff members. On the other side of this, it can be critically be critically argued that the HR manager of selected business enterprise needs to take care of the fact that the exposure to risk and influence of external factors is very high in international HRM.

Conducting training and development programs for employees will be a significant aspect for Stargazers wine’s HR manager. The training sessions will emphasize on providing international employees with knowledge about the overall work culture, rules, regulations and working practices within Stargazers wine. Another fundamental aspect of international human resource management is that it encourages companies to operate with the global workforce (Cristiani & Peiró, 2015). It can be expressed that instead of operating with domestic or local employees, a more diversified workforce is employed by organizations.

The concept of globalization has allowed more effective and smooth flow of resources between international countries. In the modern era, the demand and interest for international human resources management have grown very well, and there are several factors behind this increased demand (Story, Barbuto, Luthans, & Bovaird, 2014). Global and international businesses now seek for adopting practices and policies which can support in the effective management of the diversified workforce.

Key elements of HR Strategy

Overall management of employee performance is another aspect which needs to be considered by the HR manager of Stargazers wine. It can be stated that the manager should make use of various performance measurements and management tools such as balanced scorecard, management by objectives and 360-degree feedback (Dickmann, Brewster, & Sparrow, 2016). Furthermore, effective selection and implementation of performance measurement tools will develop a sense of satisfaction among employees working in Stargazers wine. At the same time, the use of these tools will also encourage staff members to give their best towards growth and success of the enterprise.

Multicultural management, employee relations, and effective remuneration are the other key aspect of international human resource management. The manager needs to ensure that a healthy working culture has been developed and implemented within all international units of Stargazers wine. The workplace culture should not encourage practices such as discrimination, biases, and bullying. At the same time, the HR manager needs to make sure that the culture promotes respects and support towards every staff member working for the wine company (Farndale, Raghuram, Gully, Liu, Phillips, & Vidovi?, 2017). It is the core responsibility of Stargazers wine’s HR manager to develop effective strategies to deal with areas such as conflict management and disputes between all employees.

On the other side of this, it is the duty of the manager to make sure that the HR practices have complied with the rules and employee regulations established in different countries. The system of reward and incentive within Stargazers wine’s international units needs to be satisfactory and transparent. HR manager must offer adequate pay and attractive rewards to employees against the work done.

Thus, it can be stated that the HR manager working in Stargazers wine is responsible for managing different aspects linked with international human resources.  

HR strategy is required in every organization with the motive to manage the human resource effectively. Further, it is a well-known fact that HR strategy is only developed when the company is indulged in proper planning practices that contributes in accomplishing the desired objectives (Gomes, Sahadev, Glaister, & Demirbag, 2015). Considering the case of Stargazers wine Australia it has been found that the company is indulged in the practice of producing vine and is based in the Australian market. For smooth functioning of the business operations, effective HR strategy is must where it assists the business to focus on its desired objectives, and it acts as a development tool. The key elements of the HR strategy are as follows:

1. The first stage is to along human resource need with the organizational one. Further, the internal capabilities of the organization are only developed if human resource requirement is considered as an integral part(Farndale, Raghuram, Gully, Liu, Phillips, & Vidovi?, 2017). The question related to the need of human resource arises whether the internal capabilities of the business support in accomplishing the key goals or not. In the wine industry, it is one of the most crucial tasks of HR personnel to ensure that HR strategy is aligned with the company strategy as this contributes a lot to enhancing profitability level of the Stargazers wine.
2. The second most important task is to build effective HR strategy where it has been identified that effective HR strategy allows in monitor business progress and in turn all the operations are carried out efficiently(Gomes, Sahadev, Glaister, & Demirbag, 2015). HR strategy is all about whether effective techniques are used to manage the present workforce of the business or not, identifying the present and future workforce need, etc.
3. Evaluation of the company’s performance is the next stage where the managers working in Stargazers wine Australia have to keep a track record of all the staff members working in the company. For instance, performance of employees in production department can be known from their contribution to the production process(Stone, 2013). So, this is quite integral to the business and knowing the real performance of the staff allows the company to perform efficiently.
4. The effective structure along with the design of the company is also one of the most significant tools of the HR strategy where Stargazers wine has to design its internal structure effectively so that all the operations can be carried out smoothly(Sparrow, Brewster, & Chung, 2016). Further, it has to be ensured that the structure of the business motivates staff members and through this their active participation can be encouraged in every possible manner.
5. It is necessary for Stargazers wine to select the right people within the workplace and appropriate techniques have to be undertaken for retaining them in the company, for instance, the employees working in production department must have right skills and knowledge so that they can easily contribute in the major affairs of the business.
6. Development of the effective strategy is another key area where the HR strategy of Stargazers wine must focus on rendering training to the employees in every possible manner(Francis, Parkes, & Reddington, 2014). Further, different modes are present through which it is possible for the company to deliver training to its employees such as on the job and off the job.
7. Reward strategy is another key area that company needs to focus on where appropriate rewards have to be given to the employees so that they can actively participate in the business affairs(Stahl & Tung, 2015). The company maintains a balance between monetary and nonmonetary reward practice so that motivation level of the staff members can be well maintained with the help of this.
8. Setting organizational culture is also one of the most significant practices where the HR department of Stargazers wine holds the responsibility to set the internal culture of the business. Therefore the development of the right culture can assist the company in satisfying needs of its employees and can allow in development of healthy culture(Marchington, Wilkinson, Donnelly, & Kynighou, 2016). This area is most important for the company as by focusing on this area it is possible for the business to accomplish its desired objective through the support of its employees.

So, these are some of the most significant elements that must be present in the HR strategy of the business and through this organizational performance can be enhanced easily. It can be expressed that all the mentioned above elements need to be considered by the manager of Stargazers wine while formulating human resource management strategy for international operations. Negligence of these elements can directly result in creating several kinds of obstacles and hurdles in the long-term success of the organization. In addition to this, the wine manufacturer will also start facing issues in terms of attracting new employees and retaining the old ones.    

Challenges in international human resource management

It can be expressed that carrying out the adequate flow of all human resources related activities and operations is not an easy task to perform. The manager deals with wide range of issues and challenges while carrying out international human resource management practices (Festing, Budhwar, Cascio, Dowling, & Scullion, 2013). The role of HR manager within Stargazers wine can be termed as one of the most complicated tasks in the entire organization. The rationale behind this is that the manager is required to maintain a balance between top management and lower management and this is very challenging.

The manager has the responsibility to carry out best utilization of available resources and provide adequate directions to the company. At the same time, HR manager responsible for satisfying the need and expectation of employees working in the lower level of management (Rees & Smith, 2017). It can be expressed that maintaining a balance between two aspects mentioned above is very challenging and the HR manager is required to do the same in the best possible manner.

Another challenge which can be faced by Stargazers wine’s HR manager while carrying out management of international human resources is that linked with staffing. It can be expressed that development and implementation of effective staffing strategy at international level is very challenging. The overall degree of competition at the global level is highly intense, and success of organizations relies heavily on attracting the most skilled and competitive applicants during the process of recruitment and selection.   

Businesses such as Stargazers wine will be required to adopt various approaches for carrying out international recruitment. The three approaches are the geocentric, ethnocentric and polycentric approach (Varma, 2013). Apart from this, mixed methods or procedures are also employed by businesses to carry out the process of recruitment and selection. The selection right and most appropriate approach to recruitment is a challenging task for companies.

The HR manager of Stargazers wine can also face issues linked with conflicts and disputes among workers. The cultural difference among staff members increases the chances of conflicts and managers are required to develop effective strategies to deal with the same. On the other hand, development of adequate and satisfactory international policy of compensation is also difficult (Liu, Gong, Zhou, & Huang, 2017). The HR manager working in Stargazers wine needs to formulate and implement compensation policies which are consistent and according to the overall operational structure adopted by Stargazers wine. In addition to this, the policy should satisfy labour laws and regulations developed in the international country.

On the contrary of this, it can be critically argued that global HR managers must ensure that the compensation policy is competent enough to attract new talent and retain the old ones (Ketchen Jr, Crook, Todd, Combs, & Woehr, 2017). In the present scenario, companies are required to develop policies which can create satisfaction among workers and can retain them in the long run.

For a company like Stargazers wine, good and effective HR strategies are essential for long-term growth and sustainability (Meyer & Xin, 2017). One of the main and most important characteristics of goof HR policy is that it focuses on promoting a culture which is happy, safe and healthy. The benefit of such culture is that it helps in developing the sense of satisfaction among workers and the culture also encourages staff members to stay within the organization for the long run.

On the other side of this, it can be critically argued that the manager working in Stargazers wine should emphasize on implementing an open book management style. The advantage of using this style is that it helps employees to stay enthusiastic with regards to overall operations and management practices (Klikauer, 2014). The HR manager and top management of Stargazers wine should start sharing information of new clients, sales, short and long-term objectives, etc.  The use of open-book management style can encourage staff members to give their best by maintaining the interest of employees.

Another effective strategy for international human resources management which can be adopted by Stargazers wine is linked with the implementation of performance-based pay. The company should emphasize on the fact pay, incentives and rewards should be based on the overall performance and efforts delivered by staff members (Mahajan, 2015). The strategy will encourage employees working in Stargazers wine to provide more effective and result oriented performance.

Nowadays, companies also emphasize on developing a workplace which promotes knowledge sharing among employees. The use of a strategy such as knowledge sharing is beneficial because it will help workers to enhance their knowledge base and skill set. At the same time, the staff members in Stargazers wine will be able to improve their core competencies and overall effectiveness.       

Conclusion:

 From the above carried out report, it can be inferred that conduct effective operations and management of human resources at international level is not an easy task for businesses. Stargazers wine’s HR manager will face the different type of issues and challenges regarding formulating effectively and result oriented HR policies and strategies.

The manager will be required to develop a much broader perspective of things and operations. Furthermore, it can also be concluded that the HR manager at Stargazers wine should make sure that all the elements linked with the development of effective HR strategy are satisfied in the best possible manner. Apart from this, to manage the international human resources appropriately, Stargazers wine should emphasize on implementing open-book management, safe working environment and performance-based pay system.

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