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PowerPoint Presentation
LaVerne Garland
Professor Margaret Taylo
Global Human Resources Management
BUS 325
CLASSIFICATION | PUBLIC
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CLASSIFICATION | PUBLIC
Introduction
The assignment highlights the issues and problems faced by a multinational firm in terms of Human Resource management at global level. There are different operating styles of various organizations as per the industry and geography they operate in, however a common organizational culture prevails at a global level within a company. Such organizations are burdened by the rising rates of Expatriate Turnover, which results in increases operational losses for the company. The companies must come up with a recruitment strategy suitable for their operations in multiple countries. Several aspects have to be taken care of while formulating the on-boarding program in such scenarios keeping in mind varied employee relations issues.
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1. Different cultures existing in a Global Market and Corporation
Inco
ect perception of hierarchy in terms of management often leads to lack of honest feedback during meetings and decision making process.
Employees are often not able to understand the gravity or seriousness of commitments and hence fail to achieve procedural agreements within teams.
Sometimes the employees are unable to make a decision between the dilemma of profits v/s protocols or guidelines, when in a different cultural scenario.
Varying communication styles across cultures and variance in attitude regarding deadlines and appointments are another areas of conflict.
CLASSIFICATION | PUBLIC
Global Corporation: In today’s age of globalization, multinational firms usually fail to identify plausible cultural differences which may hamper team productivity and in turn the growth of the organization. Some commonly prevailing cultural conflict areas are:
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Global Market:
Broadly the cultures among the global markets can be classified into two categories:
Individualistic: Employees generally tend to be characterised by independence and freedom of work, time bound operations and self-reliance.
Collective: These are commonly characterised by teamwork, trust among co-workers along with responsibilities towards society and community.
Across these two categories, several cultural factors such as language ba
iers, political culture, and technology penetration play a vital role determining the overall outcome of the business operations in a global market.
CLASSIFICATION | PUBLIC
2. Reasons for expatriate turnove
Many a times the selection criteria for an overseas assignment is decided based on general guidelines as per the Headquarters, and not according to the specific needs pertaining to the job.
Insufficient and inadequate training during the on boarding program, prior or during the joining of the employee in the new location, often results in high turnover.
The absence of support, guidance and feedback from the headquarters also make the employee struggle in its new environmental culture.
CLASSIFICATION | PUBLIC
Expatriate turnover occurs when an employee returns/forced to return from his/her allocated assignment overseas, before the completion of its full term. Some of the underlying causes on a global scale can be:
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2. Reasons for expatriate turnover (Contd.)
Sometimes due to mismatch in the job profile and the candidate profile, employee can find himself simply unable to blend in the working environment.
Failure of the companies in providing smooth transition to the employee along with his family/spouse.
Lastly, insufficient compensation and non-lucrative career paths also deter the employee from its pre-set goals.
3. Recruitment strategies in Saudi Arabia
These factors are important because
Language will improve communication in the organization. This will also improve communication with suppliers and customers.
Technical skills will improve the organization's operations.
Nationalization will reduce employment gaps in the country
Culture can also be an obstacle to the organization and can lead to employee turnover.
Cultural fitness is a possibility that someone will be able to meditate on something and/or adapt them to behaviors, behaviors, and organizations that promote fundamental beliefs.
Global recruiting strategy
Effective talent management includes a strong commitment to designing and implementing a comprehensive, strategic and technically supported approach to human resource management.
Recruiting the right people at the right place and at the right time requires the right strategy to achieve and maintain that advantage.
This is because only the right people make up the strategic assets of any organization.
Recruitment strategy: The selected strategy disseminates the required job information for potential job candidates (Hope, 2017)
Recruitment is more than just filling vacancies. It seeks to pursue a long-term direction in mobilizing high-performance labor, with the aim of achieving the organization’s near-term goals and building the future.
Global recruiting strategy
Recruiting in Saudi Arabia
In order to become one of the developed countries in the world, Saudi Arabia is recruiting different human resources from different countries in the world.
Saudi Arabia has a recruitment agency called Oman that is responsible for recruiting employees. This is to relieve the pressure on employers who seek the best and reliable employees for the company.
Oman institutions serve the education industry, the hospitality industry, the IT industry,
Contacting regular suspects through regular channels may make busy managers feel safer, easier or faster, but it does not
ing new and increasingly varied talent to the organization.
In addition, organizations can take advantage of temporary foreign employee plans, post-graduation work permits for the international students, as well as employment immigration programs.
Culture
Not only in Saudi Arabia, culture is the key to the recruitment process. Different employees come from different countries. Since Saudi Arabia is...