PSBM016CL: In Human Resource Management, Sustainability is Used to Refer to Human Resources: Global HRM Strategies Assignment, CU, Singapore

Learning Outcomes to be Addressed:

1. Critically examine the economic drivers in the international business environment that influence HRM strategies and evaluate the main HRM theories and models in relation to economic drivers
2. Evaluate the effectiveness of HRM strategies in achieving the goals of employee commitment, flexibility, quality and strategic integration
3. Analyse the differences in approach to Global HRM and outline possible reasons for such differences
4. Critically evaluate the theory and evidence about the relationship between HRM and organisational performance
5.  Analyse the organisational, national and cultural specific issues that influence the development and implementation of HRM strategy
6. Demonstrate the management skills required in international business to successfully engage and win support from key stakeholders.

Evaluating an International HRM Strategy

In Human resource management, sustainability is used to refer to human resources that foster a conducive working environment and positive human and social outcomes without focusing on financial strategies and results. For this assessment, you will take the role of a HR manager, taking part in an internal evaluation of your international organisation’s sustainable human resource strategy and as a result produce a recommendations report for the HR Director. Please select an appropriate MNC of your choice.

Your audit is from an ‘HR’ perspective as it is likely that the business will establish a joint venture in the new market which will require some staff to be recruited locally and also the relocation of some expatriate staff from within your organisation to manage the new venture alongside those of your joint venture partner.

Your report should highlight the HR functions as listed below. Your report will analyze a minimum of 2(two) and a maximum of 3(three) of the following HR Practices:

1. Recruitment and Selection
2. Training and Development
3. Reward Management

You have to include the following approaches in each of your chosen areas of HR practice: Please identify how your recommended strategies will impact upon:

• Organisational Performance
•  Employee Commitment
• Workforce Flexibility
• Workforce Quality

In addition, the report should include:

The purpose of the report — a brief overview of the selected sector for the last five years and its developments and challenges and future sustainability needs.

This assignment will assess all of the learning outcomes for this module.

Your data response should include analysis, using both qualitative and quantitative data, of the following:

1.  Key economic drivers in the Host country
2. A comparative analysis of HR systems globally
3. Organisational issues that influence the development and implementation of HRM strategy (Cross-cultural training for expatriates, T&D section) and the social aspect of the host country in the (PESTLE analysis).

Explanation:

• Organizational performance management is the process of making sure that the organisation’s resources are being properly used to achieve organizational goals.
• If an employee is effectively committed to their organization, it means that they want to stay at their organization. They typically identify with the organizational goals, feel that they fit into the organization and are satisfied with their work.
• A flexible workforce is one that grows in number to meet needs at any given time and falls back to a baseline number when the increased size is no longer necessary For the employer, the major benefit of the flexible workforce is lower payroll and other employee-related costs.
• Workforce Quality Concepts that include superior technical abilities, excellent communication, effective interpersonal skills, and a strong capacity for self-management. Employees might walk through the door with some of these characteristics but need strengthening in specific areas.

The report should cover the following areas:

1.  Executive summary
2.  Introduction
3.  Company profile
4.  Industry drivers
   • Host country profile
   • PESTEL analysis
   • Why to go there?
5. HR theories a. Universalistic, Configurational and Contingency approaches
6. HRM strategy (Choose any two of them)
7. Recruitment and selection (Explain the entire topic characteristics, then apply to these strategies)
8. Training and development (Explain the entire topic characteristics, then apply to these strategies)
9. Reward management (Explain the entire topic characteristics, then apply to these strategies)
10. How your recommended HRM strategies (the selected two) will impact upon:
    • Organizational Performance
    • Employee Commitment
    • Workforce Flexibility
    • Workforce Quality
11. Conclusion
12. Recommendations
13. References