Discuss about the Human Resource Management for Compensation.
At the time of recruitment, there are various strategies that are considered by the human resource management so that goals and objectives can be achieved in an effective manner. If proper strategies are considered by the company then it can be easy to enhance the success rate and also minimize the risk related to the expatriate failure. So, human resource strategies play a great role in achieving large market share and also growth in the competitive market.
In this paper, in the first phase of the report the discussion will be made on the problem which is related to the language barrier for expatriates in china. The strategies related to human resource management will be explained so that growth rate and also the risk related to the expatriate can be reduced. The Effective human resource strategies that will be considered are selection and recruitment process, training, compensation and rewards and regular communication.
The problem is related to the language barrier for expatriates in china. It is seen that language barrier is china is considered as a big challenge for the expatriates. There are various reasons for this. It can be analyzed that apart from Chinese Mandarin which is known as the official language of the country there are also many dialects which exist. To learn the chines language which is Chinese Mandarin is difficult to speak and also to understand. It is also analyzed that in many rural areas and specially the older generation is not able to speak Mandarin. This issue is faced by the expatriates when they enter into the country to conduct the activities of the organization. The language of the country is difficult so it creates problem for them to understand and also to speak in that language in which some people speak. So, it affects the activities which are assigned to them and also the efficiency is reduced as there are not able to understand the language of the people. This language barrier affects the overall performance of the company and also the satisfaction level of the customers.
Also, in china it can be evaluated that the younger generation is focusing on learning English language but the education system do not offer opportunities to consider it. This can be stated that there are various individuals who can understand the phrases which are easy but they feel shy when it comes to speak that phrase in front of others. So, when support is lacking then it can demotivate the employees at the time of speaking English language with the other customers or the employees who are from the same country. There is no open communication which takes place in the country. The local people who are working in the company do not know how to conduct the activities with proper coordination and efficiency. The employees who are local do not support them because they are not able and understand their language. It is difficult for the expatriates to understand and working according to the company policies and procedures. They feel uncomfortable when they are not able to elaborate the activities and it also creates frustration in them. They are not able to work with the people who are from outside and also they do not support them to conduct the activities of the company.
It can be evaluated that the individuals do not bother of translating the English language when they are outside the big cities where many foreigners are present. So, this is a good idea for the expats to focus on learning new phrases in Chinese before they are coming in the country. So, in the coming part there are various strategies that are related to the human resource management that should be implemented so that success rate can be achieved and also risk of expatriate can be reduced.
The first strategy that should be taken into consideration is related to recruitment and selecting the candidates. Recruitment and selection is the process in which proper evaluation is made of the employee at the time of giving the responsibility to conduct the activities of the company. This strategy of human resource management can help the company to recruit right candidate for the right job. If the employee who is not able to conduct the activities in china is selected then it can be difficult for the company to achieve growth in the market (Storey, 2014).
When recruiting the employee for conducting the activities in china, it is important to give focus on the job factors, relational dimensions, motivational state, language skill and also family situation. This can be accessed in the recruitment and selection process. So, this strategy should be considered so that proper evaluation can be done of the employee in a proper manner. In this strategy, it is important for the company to interview the employee by giving focus on skill related to language and also by analyzing the family situation (Albrecht, Bakker, Gruman, Macey & Saks, 2015). This is the only stage on which the company can easily evaluate the growth strategy. By considering this strategy the company can easily select the employee who is ready to work in the overseas market.
For instance: it is seen that an employee is facing family issue so at the time of recruitment and selection process proper analysis can be made. This will help the company to choose the other employee who is comfortable to conduct the activities in the overseas market. As it will help the organization to reduce the failure of expatriates and also help to enhance the growth. The company should create a pool of questions so that interest of the employees in the overseas assignment can be evaluated. Interest is one of the important factors (Reiche, Stahl, Mendenhall & Oddou, 2016). If interest is not there then chances are low to achieve growth in the market. So, in the recruitment process, proper evaluation should be made of the employees so that they can conduct the activities according to the goals and objectives of the company. It is the duty of human resource manager to select the right candidate for a right job so that success can be achieved in a proper manner (Brewster, Chung & Sparrow, 2016).
Training the employees is one of the important human resource strategies which will help the company to enhance the growth rate and also it will reduce the failure of an expatriate. It is seen that when the recruiting process is conducted by the company to select the candidate for the overseas operations then it is important to focus on the capability of the employee to learn and acquire new skills. When a company is recruiting the employees for overseas activities then it is important to focus on the strategy related to training as it will enhance the skill and knowledge of the employees (Farnham, 2015).
Training helps to enhance the knowledge and skills of the employees and shows them the right direction to conduct the activities of the company. Training is the strategy that not only enhances the knowledge but also helps to ensure that they the employees are happy with the activities they are conducting in the company. So, this strategy gives knowledge of the culture related to the overseas activities and also helps to enhance the interest towards the activities which are assigned to the employees. It is also analyzed that a person who can adjust from a socio-cultural perspective can perform in an effective manner because he or she has proper knowledge of the culture (Purce, J. (2014).
So, the company should consider this strategy so that success can be achieved and also the failure of expatriate can be reduced. This strategy also helps to maintain the quality of the work conducted by the employees who are dedicated towards the work. To reduce the failure of expatriate it is important for the company to train the employees by considering the major components of language, culture, goal setting and also managing the family pressure and stress. At the time of giving training, the employees will be given information about the laws related to labor and also the working pattern so that efficiency can be maintained in a proper manner (Armstrong & Taylor, 2014).Training can help the employee to gain new skills related to the overseas assignment which will help them to conduct the activities with more efficiency. It is seen that cultural training is also given to the employees so that they can train themselves according to the norms of the particular culture.
Cultural training is essential and it takes into consideration religion, food, politics, history, and styles of management. So, this human resource management strategy helps the company to accomplish overall goals and objectives. It will also help to enhance the success rate and make employees happy towards the activities of the company (Bratton & Gold, 2017).
Next strategy is related rewards and compensation. At the time of recruiting the employees for the overseas activities, it is important to explain the process of rewards and compensation. This strategy is beneficial for the employees and attracts employees towards the activities of the company (Rees & Smith, 2017). It is the responsibility of the organization to explain the policies related to compensation and rewards so that in the overseas activities can be conducted with more efficiency and dedication. This is one of the attractive strategies the company can take so that employees can conduct the activities with more efficiency.
The company should focus on explaining the compensation and rewards policies so that employee interest can be enhanced towards the activities of the company. Also, it is seen that it will help to increase the success rate and minimize the risk of expatriate failure (Howard, Turban & Hurley, 2016).
Next strategy that should be taken into consideration is related to regular communication. The company should focus on communicating with the employees in a proper manner so that they can feel comfortable in sharing their views with the top management. Regular communication is one of the strategies of the human resource that help them to assist in the working pattern and also enhances the overall motivation level of the employees. If there is proper communication then employees will conduct the activities according to the direction given by the manager or the top management. It is seen that expatriate need people to communicate in a proper way as there is no one with whom they can share their views (Marchington, Wilkinson, Donnelly & Kynighou, 2016).
So, if human resource management tries to maintain proper communication then it can help to enhance the overall profitability and growth. It can also be analyzed that people face issue related to the language. They take time to speak up with the language and sometimes they get irritated when they are not able to speak. The language barrier is one of the major issues which should be solved so that activities can be conducted smoothly in the overseas market. To reduce this barrier one of the human resource strategies is used by the company so that negative impact on the activities can be reduced and success rate can be enhanced.
It is important for the company and also for the employees to maintain a proper channel of communication so that growth can be enhanced and expatriate failure can be reduced. Proper communication will also help to adjust the cross-cultural. As the person stays in a new environment and also conducts the activities which are different from the family routines so in this situation it is important that human resource strategy which is proper communication should be considered so that company can achieve its overall growth by maximizing the satisfaction level of the employees. If employees are satisfied then they will conduct the activities with more interest (Ramaprasad, Prabhu, Lakshminarayanan & Pai, 2017).
So, by analyzing the paper it is concluded that human resource strategies play a great role in achieving large market share. The strategies should be considered by the company so that success can be achieved in the competitive market and in the overseas market also employees can conduct the activities with efficiency.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Farnham, D. (2015). Human Resource Management in Context: Insights, Strategy and Solutions. Kogan Page Publishers.
Howard, L. W., Turban, D. B., & Hurley, S. K. (2016). Cooperating teams and competing reward strategies: Incentives for team performance and firm productivity. Journal of Behavioral and Applied Management, 3(3).
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Ramaprasad, B. S., Prabhu, K. N., Lakshminarayanan, S., & Pai, Y. P. (2017). Human resource management practices and organizational commitment: a comprehensive review (2001-2016). Prabandhan: Indian Journal of Management, 10(10), 7-23.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international perspective. Sage.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
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