Discuss about the Human Resource Management for Diets and Entertaining.
The aim of this essay is to understand the relevance of learning about the host country before establishing overseas operations and functions. The company is enjoying a reputed position in the home country within three years so they are planning to expand their subsidiary in the international markets. Therefore, they want to understand the culture, religion, gender, family background, languages, diets, entertaining, sports and leisure activities, etc. to other country. It is very relevant to collect knowledge and information of the other country before establishing any organization. The working style, climate, history, people, culture, etc. are required to be studied. The country is which the company is trying to expand their business is China. As the markets of China has a great exposure ad potential for doing business.
Although, the time has changed and the businesses are pursuing good exposure in the international markets without facing much challenges (Luo, & Tung, 2007). There are certain challenges and issues faced by the company like instability, political issues, corruption, environmental issues, culture, etc. the biggest reason to move to the chin market is the fast growing economy that will provide a great exposure to the business organization. This country can provide high profits to the company in future. In this study, the discussion is on the SWOT analysis, pestle analysis and other factors that impact the human resource department of the company.
In this way, the company is required to have international managers in the company who can manage to work in the global environment and take effective decisions. It is very relevant for the Human resource department to find the employees who have caliber to work in challenging situations (Griffith, Cavusgil, & Xu, 2008). The market of china is very large, the managers have to make an in –depth knowledge for the same.
In this, a comparison between the headquartered companies of Singapore is conducted with the subsidiary company with the help of Hofstede national culture dimensions so that the difference can be made between the home and host country. It is a theory that is known as Hofstede’s cultural dimensions theory developed by Geert Hofstede that describes about the culture, society, values of Host County and home country (Mathews, & Zander, 2007). There are various factors that help in determine and developing comparisons between the two. The difference in the cultures of the homes and host country can act as a big barrier to the company sue to communication problem, languages, cultures, norms, values, ethics, etc. in order to set effective connections with the host country, the managers must motivate the people. It will help them out to have better understanding in the differences. Ultimately, it will help in leaning new cultures and their people. The Hofstede six dimension of the cultures aim is to work effectively with the host country and its people that belong to different culture and range (Sakarya, Eckman, & Hyllegard, 2007). There are six dimensions according to which the comparison can be made.
The power distance index helps the country to decide the extent the less powerful members of the company expect and also except that the power is divided unequally. In this way, the power distribution has been analyzed. There are various levels according to which the power has been identified. When the power is high degree, it depicts that the society, culture, etc is clearly executed and established in the country (Hult et al. 2008). There are no doubts and confusions in high degree of power. While the lower degree of the index shows that people have questions on the authority and also in the process of distribution of powers. The market of China and Singapore both has high power distribution due to the developing economies.
It is the criteria on which the company explores the degree at which the persons of the society work together. The society of china is invidiualities which is related to the individual personalities (Vogel, 2008). In such societies the problems is related to the “I” versus “we”. The other part is collectivism which is a favorable society to conduct the business. The groups of this society are loyalty each other well established and very les conflicts among the people.
There are two types of dimensions that are masculine and feminine. the masculine society is related to the heroism, achievement, material awards, assertiveness, etc. the feminine dimensions sows care,, modesty, cooperation, quality of life etc. the women of various societies show various values and ethics of that country (Astrachan, 2010). The culture of china is a mixture of both the dimensions. As there is competition, emphatic, modest, caring, etc.
This index shows the uncertainity that lies in the markets of china. It is the host country where the company wants to expand their business operations. There are various factors on which the dimension of uncertainity depends. It can be related to the political, social, cultural, demographic, legal, etc. factors (Daniels et al. 2009). These factors directly or indirectly impact the working of the firm in the global markets.
The pragmatic related to the practical things and values adopted by the society which the normative is related to the culture, norms, rules, regulations, etc. the society of chain initially believed in the normative dimensions but gradually with tie they are now accepting the pragmatic dimensions in their country as they are now allowing multinational companies to conduct their business operations (Tung, & Verbeke, 2010).
This dimension is used to measure the level of happiness in the society. The dimension of indulgence shows that the culture is a happy culture. The people are happy go lucky and joyous, free gratification, enjoying life, etc.
The other part restrain itself telling the meaning that the culture that regulates, control, etc. the norms of the society in a strict manner like china’s culture (Chang, Van Witteloostuijn, & Eden, 2010). They control the lives of them as well as other who belong to the same.
The staffing needs of the company can be fulfilled by proper management of the staff and workforce. The company has to adopt effective strategy for the staffing process so that they can select the right candidates for the overseas operations. They have many operations to select the best employees who can manage the work at international level. It can be done through business effective selection tools. They can recruit new candidates, deploy the existing candidates, hire new employees from international markets, etc. the process of selection and recruitment cost higher whether monetary and other. If the company hires poor candidates then it will be the biggest loss for the company (Zott, Amit, & Massa, 2011). There are various tools used by this company to choose right candidate who can work overseas functions. It can be done among the exiting employees or with new hiring.
This is one of the most common tolls used by approx every organization in the process of selection of the employees. It is the most reliable methods that have been used widely in the process of recruitment and selection. The interviews can be telephonic interviews, face to face interviews, etc. the basic requirement is to ask relevant and right question from the existing and new employees so that you can take more and more information regarding the same. The interview must gone through form the standard process o have the best results.
It is one of the most prominent tools used to judge the competency and efficiency of the employees in the specific area. It can be computer applications software programs, or any other skills that is testable like customer services, their responses, etc. there are companies who help in particularly analyzing the skills of the employees (Newbert, 2007).
There are certain qualities that must be present in the employees to work better in the future, this tool helps in identifying those particular traits of the personality like honesty, motivation, fitness, work styles, customers services, customer handling, decision making , etc.
There is a need to provide training to the employees as they have to manage the overseas work in the markets of China. There are two types of training and development program that the company required to be conduct for the employees. The first training program is for the employees who are selected to go to the china and manage the work (Birkinshaw, Brannen, & Tung, 2011). The second training will required to be conducted after the overseas posting of the employees of the human resource development.
There are various types of training that are required to be conducted before sending the employees on the overseas posts. There are new technologies, greater opportunities that are required to be provided to move from home country to host country. The post can be either temporary of permanent, they require training. There is a big difference in the culture of china and Singapore which may affect the working of the employees if they were not trained well before posting to the markets of china. There is a need to teach about the future language use in china.
It is the first and foremost requirement before moving overseas. The basic languages are required to be learnt by the employees. The other need is to search a native cross cultural trainer who knows the languages of both host and home country (Shalom, 2012). He will also help in the other areas like communication, administration, body language, facial expressions, gestures, etc. train the employees to learn new things and grasp them as soon as possible. It will help them to adjust in overseas countries and they easily made themselves comfortable in international markets. There is a need to train them about the culture, art, history, politics, festivals, norms, ethics, etc. it will help in smooth working in china. There is a need to define the culture of the country according o the power, individualism, collectivism, and masculinity (Martocchio, 2008). Here are some culture shocks that can disturb the employees so train them accordingly and adjust in the different workforce environment (Sinkovics, Penz, & Ghauri, 2008).
After the posting, the employees have to understand the culture, norms, language, etc in the best way as they have to work in such environment either for a longer period of time or shorter. They have to maintain a good image by learning the new things and accepting the challenges. They have to take the challenges as opportunities and use them in the best way they can.
The remuneration packages of the international assignees are taking into considerations by using different approaches. In this company, the approach used is compensation approach. This company use balance sheet approach in the international remuneration process of the employees (Rauch, Wiklund, Lumpkin, & Frese, 2009). It is one of the widely used approaches that help in attracting, retaining and motivating the employees. It helps in better management of the expatriate standard of the living of the employees throughout the project. The meaning of this approach is to maintain the life style of the employees is the same way as he was maintain in the home country. Though it is difficult for the company to maintain such approach but it will help to maintain the employee’s relation and satisfaction of the employees.
Conclusion
At last a conclusion of the present essay says that the process of globalization and internationalization of the business into the international markets has become very common in this way, the company also have to manage and maintain it to start the international business. it is very relevant to study about the international markets in which the company is planning to initiate its operations in future it guides the company about the best place where they can don the process of expansion.
It is not easy for nay company to spread their business operations in to the international markets but it can be possible by studying the other markets and making research, learning their culture study the pros and cons while going international in that particular country. There are various factors that affect the internationalization process that must be identified.
References
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