Five Coursework Requirements
Global human resource management can be often coined as an umbrella term as this caters to engulf every predominant aspect associated to strategic HRM useful for decision making process. Strategic HRM is beneficial for handling operations and complexities arising within organisational culture and work apprehension as discussed in this strategic human resource management assignment. International HRM is far wider term and handles broader range of activities as compared to domestic HRM. Recruitment, selection, employee engagement and productivity are certainly major activities that are handled by international and domestic HRM strategies, effectively contributing towards decision making process within an organisation. The study would shed light on HR strategies and policies in context of selected organisation, Wesfarmers, a diversified Australian corporation. Furthermore, management of people and highlighting pivotal working areas has also been taken into consideration. Along with this, grievance, disciplinary, alternative dispute resolutions and relevant recommendations are also stated. The findings of the strategic human resource management assignment are also supported by capturing reflective model and determination of future role and responsibilities of HRM in concerned organisation.
1. Critically evaluate HR strategies and policies in relation to organisational (global) strategies
Human resource management is a process through which pivotal operations of an organisation is conducted through adoption of overarching and specific strategies. HRM is likely to express a broad-brush statement of aims and objectives of an organisation. However, there are certain disadvantages and pessimistic effects of the chosen HR strategies on a global basis. Under laid are certain effective HR strategies and policies on global basis in association with concerned organisation:
Figure 1: HR global strategies and policies
(Source: Created by Author)
Efficiency and effective management of people
The core responsibility of the HR department is to ensure effective management of people so that they are able to cope up with the organisational operations. From the under laid model, it would be easier to understand the significance of managing people effectively.
The Four-Folder’s Model
There are different ways through which employees of the concerned organisation, Wesfarmers can be handled which is proposed in this strategic human resource management assignment. Below mentioned ways are involved in the respective model:
Tacit: This is person-specific, this includes the personal experiences, skills, talents and attitudes that is difficult to formalise and there can be communication barrier in the fluency of communication process. This can also create a barrier in effective communication process, leading to misconception of the information conveyed (Gooderham et al., 2015).
Explicit: Explicit is independent of a person, where it is found that the process of communication process is easier and there is less misinterpretation of the information conveyed. This also makes easier to communicate and share data, codified procedures, practices, regulations or universal principles. For instance, the management of Wesfarmers ensure that they maintain a strong and trustworthy relationship with people through their diversified range of operations.
Individual: This aspect is related to personal possession of skills, knowledge, talent and experience. This can help the individual to enhance his/her skills and in this HR must ensure for providing appropriate training sessions and also organise discussion sessions, in which the employees are able to open up with their issues and problems and get it solved by their leaders (Hassan, 2016).
Organisational: Organisational aspect is associated with the repository of collective knowledge and skills of the employees as this can be used to increase the yield of productivity and also retain the employees.
Figure 2: The Four-Folder’s Model
Apart from the above mentioned model in this strategic human resource management assignment, there are other ways through which HR is able to handle the employee retention and employee engagement. This includes:
Figure 3: Ways for managing people
(Source: Created by Author)
Within the chosen organisation, select pivotal areas for analysis with supporting evidence of current theories and practice examples
Wesfarmers is an Australian Farmers’ cooperative that is listed among the largest companies of Australia. The company handles a vast range of activities and operations that includes home improvement, outdoor living, apparel and general merchandise. The company has industrial divisions as well that is associated with chemical energy, fertilisers and industrial safety products. The company is totally inclined towards creating long-term value with its customers. With the help of underlaid models and frameworks, analysis of significant area of the company has been discussed.
Performance Management Model: Performance management model is a strategic sense that is concerned with handling different issues that arises within an organisation. The concerned model can be integrated in several ways as proposed in this strategic human resource management assignment:
Figure 4: Ways to integrate Performance Management
(Source: Created by Author)
The PM can also be assisted through the performance management cycle that includes plan performance planning where role of leaders and managers are defined and setting of organisational objectives is also done. This also contributes towards performance improvement and personal development (Al Ariss & Sidani, 2016). After this, comes the act of performance activities stating about the carrying out the role of leaders and managers along with different developmental plans. For instance, any technological development requires proper and pre-defined planning for the execution and thus,it is the core responsibility of the HR department to monitor performance and also review joint analysis of the performance.
Talent Management Framework: Talent management is a useful concept for managing and developing the skills of employees. Every individual is talented in some or the other way, hence, in professional field, it is necessary for the HR department to ensure that the employees get proper direction to use their skills and talents. For instance, in Wesfarmers, new candidates are provided with training sessions so that they are able to cope up with the business proceedings. HR department is responsible for attracting, identifying, developing, deploying and engaging employees through training and development (Paauwe, & Boon, 2018).
Figure 5: Talent Management Framework
(Source: Paauwe, & Boon, 2018)
Diversity Management: Managing diversity is about ensuring to let the employees have equal opportunity and also maximize their potential that can effectively contribute to their self-enhancement and development. This in turn can benefit the productivity of the organisation. As per the 2007 CIPD report, it has been observed that managing diversity properly can result in positive aspect within the employees. This can contribute towards achieving the organisational goals. From the below figure provided in this strategic human resource management assignment, different aspects can be understood that is associated with managing diversity within an organisation (Cascio & Boudreau, 2016)
Figure 6: Managing Diversity in organisation
(Source: Created by Author)
Recommendations for improvement
From the above study give this strategic human resource management assignment, it can be recommended that there must be appropriate implementation of organisational rules, regulations, policies and legislation act including equality act 2010. This can be useful accomplishing organisational objectives. Effective management of the employees is also one of the major concerns for the HR department. It is also necessary for the HR department to adopt certain global strategies that can contribute towards employee retention and engagement. Strategies for addressing inequality through rights, treating people the same, promoting multiculturalism, emphasis on organisational procedures and promoting diversity must be adopted for further benefit of the organisation.
2. Critically evaluate the concepts of organisational culture, power, politics and conflict, and employee engagement and motivation
Select pivotal areas for analysis with supporting evidence of current theories and practice examples
In an organisation, there are several matter concern that requires attention of HR department and the HR leaders are highly responsible for handling the business operations. There are certain adverse situations that are handled by the HR department of the concerned organisations. Under laid are certain ways through which pivotal areas of organisational proceedings can be handled.
Performance Appraisal Model: Performance appraisal or review is considered to be an essential part of performance management through performance appraisal in true sense is not performance management. It is recognized as one of the range tools that can appraise performances and is the central pillar of the performance management systems. Often the output and behavioral based competency are been appraised (Kesti & Syväjärvi, 2015).
Upward Appraisal: It includes the rating of the managers by the employees via, in majority of the cases, an anonymous questionnaire. Managers have been reported of not being fond of the upward appraisal system, though it is a 360 degree appraisal. It can further be used for describing all the direction of the feedback derived from a composite rating from peers, encompassing the subordinates, supervisors and periodical customers (Bondarouk & Brewster, 2016). Anonymous surveys are the most preferable mode of conduct for this procedure. In some cases, the organizations also use computerized data obtaining systems.
A Process Model of International Recruitment and Selection
The concept of process model has been applied to different aspects of a business organization. A process model can be defined by the description of the process at a level. In the context of recruitment and selection at an international level, the model can be also implemented. A process model of recruitment and selection comprises of four steps (Bailey et al., 2018). The first step is the determination of the competencies of the HR personnel regarding the recruitment and selection in an international context. In the second step international recruitment is done which is followed by the international selection in the third step. The final step is the evaluation of the overall method of recruitment and selection and analysis of its success.
Figure 7: A process model of International Recruitment and Selection
(Source: Created by Author)
The process of international recruitment and selection starts with the planning of human resources. For continuing with the recruitment process the HR professional has to gather information regarding the requirements of the job. The Knowledge, Skills, Attitude and Other characteristics (KSAOs) and tasks that are essential for the job must be analyzed in this step. The process includes recruitment planning, analysis of the business needs.
Recommendations for improvement
It is recommended in this strategic human resource management assignment that as there is a growing conflict among the employees of Wesfarmers, The organization has to choose different models for mitigating the conflicts. It has been experienced that when more than one people interact there is an increased chance of conflict. The organization may recruit more skilled people who have experience of working with people from different cultural backgrounds and have the understandings of the impact of politics on the functioning. For the recruitment, it is recommended in this strategic human resource management assignment the HR professional may implement the process model described above. The HR managers can keep the employees motivated at work by fulfilling their basic needs and demands.
3. Critically examine the grievance and disciplinary processes and practices (explore the wider global context)
Grievance processes: A grievance can be defined by any type of injustice or dissatisfaction that is faced by the employees at the workplace regarding the compensation, leaves, benefits and other perspectives of the employment (Smith et al., 2017). However, the grievance can affect the business organizations adversely by impacting on its productivity as well as the profitability. The sense of grievance rises in that point when an employee of the organization realizes that something unjust or unfair is going to occur or occurring in the organization. There are many causes of the arrival of grievance and some of them are discussed below:
Disciplinary processes: Disciplinary procedures of Wesfarmers ensure that the standards of the organization regarding performance and conduct at the workplace are imitated. Wesfarmers also assign a humane and fair process to deal with employees who fail to meet the standards of the organization. Members of Wesfarmers communicate with the employees regarding the disciplinary process and associated standards of the organization. They also apply all the disciplines and standards equally to all the employees and also on the management. However, the grievance may be factual or imaginary or disguised. If the grievance of the employees in an organization remains unsolved, the productivity of the organization is greatly reduced while the wastage of material, rate of absenteeism, indisciplines and internal conflict is enhanced (Harper, 2015). Thus, it is necessary for all business organizations to handle the grievance and disciplinary processes in an effective manner. Wesfarmers also follow a procedure to handle the grievance and discipline within the company; the company is committed to making a positive contribution to the society, economy and the environment with the help of its principles, fairness, integrity, and honesty. Wesfarmers follow numerous principles, among them; the identification of the internal conflicts is a major principle. For handling the grievances the company follows a few steps that are described below:
Recommendation for improvement: For making improvements in the practice of grievance and disciplinary processes Wesfarmers can follow the following steps.
4. Critically evaluate a range of financial models the organisation might use to assess the financial viability of a major global HR initiative
There are several financial models that are utilized by business organizations for the effective assessment of the financial viability of the company (Zambon, 2017). Some of the theoretical concepts as well as models that can be used by Wesfarmers are described below:
Discounted Cash Flow analysis: It is one of the most appreciated and utilized methods of assessing financial viability. This model provides an organization with the net present value and also forecasts the condition of free cash flow in the future. The model operates on the basic principle that the company’s value is the sum of the free cash flow of the future that are subjected to be discounted at a rate that is suitable (Bratton & Gold, 2017). The steps of this model are explained below:
This model can be implemented by Wesfarmers for analysis if the share is undervalued or overvalued. As the organization has expanded to many countries and established with predictable and steady growth rate it can implement this model. As the organization has taken the global HR initiative and have accumulated a greater amount of cash in the investment and avoid tax in the Australian market, such a model would be helpful for the company. The global HR strategy must also include the assessment of the strength of its bench and gaps in the skills.
Leveraged Buyout Model
This model is utilized by mainly when an organization wants to expand its business and acquires another organization by combining equity and debt. If Wesfarmers wants to expand its business to another country apart from the countries it has expanded, it has to assess the financial viability. In this case, it can implement this model as the fraction of debt financing is relatively higher. The model proposed in this strategic human resource management assignment aims to point out the valuation of the organization and the return that is developed by its exit (Reddy, Xie, & Huang, 2016). The steps of this model are explained below:
The organization may also implement some financial techniques for the assessment of the financial viability that are explained below:
Ratio Analysis: The objective of this technique is to interpret the financial statement and some other financial information. There are several advantages and limitations of the method in the context of Wesfarmers. Ratio analysis is helpful for the company as it can assist in validating the operating decisions, investment, and financing. It also helps to simplify the statement of complex accounting and financial information into ratios of solvency, financial efficiency, operating efficiency and long term positions that are simple (Noe et al., 2017). However, the major limitation that the company may face from the implementation of this technique is that the technique ignores the changes in the price level as a result of inflation. Inflation is a major international financial factor and impact on the price level periodically. Another limitation of this technique is that it only takes account of the quantitative aspects of money and does not involve the qualitative aspects.
Balanced scorecard It is an approach that provides a comprehensive and balanced framework to judge the performance of an organization from the financial, customer, production and business perspectives. The aim is to help the management of the organization in a unique and modern way. In the context of Wesfarmers, the technique has both positive and negative sides. The technique smoothen the understanding and the communication of the goals and objectives of the business in different hierarchical levels of the company (Brewster, Chung, & Sparrow, 2016). The technique also focuses on the mission and vision of the organization to ensure that the organization does not deviate from its vision. It thereby combines the financial as well as non-financial goals and measures the performance into a particular system. The balanced scorecard only accounts for a few perspectives and thus is incomplete and imbalanced. It only considers the performance of the organization and does not suggest anything regarding the things to be done in order to make improvements in the performance.
5. Identify an event or incident which had a significant impact on enhancing your knowledge and competences in terms of academic and professional development.
As Wesfarmers operates in the international platform the impact of cultural dissimilarities is high as compared to the other private organization. I believe that in human resource management, the organizational culture plays a pivotal role by guiding the employees toward meeting the goals and objectives of the organization. With the globalization geographical boundaries has been overcome and the organization has successfully expanded to different countries. However, I have experienced that in the new locations of the company, it came across major difficulties because of the ineffective cross-cultural management. The REFLECT Model would help to reflect the incident by identifying its causes, perspectives and also to plan for new ideas that would mitigate the problem (Banfield, Kay, & Royles, 2018).
The REFLECT Model:
Remember: I can remember that while studying the concept of culture, conflicts, politics, and power in Wesfarmers on the motivation and engagement of the employees I have discovered that the organization has not put much effort into the management of the organizational culture in its overseas outlets. As a result, there was a growing internal conflict in the organization due to inefficient cross-cultural management.
Experience: I have experienced that organizational culture is an indispensable factor that drives the employees to meet the goals of the organization. I have also experienced that practices of human resource are very important for the company as the HR department is responsible for responding to the cultural dimensions inside the organization. It is clear to me that due to less effort of the management in understanding the culture and tradition of the local community, the organization has failed to manage the cultural dissimilarities.
Focus: I believe that it is the responsibility of the HR department to manage the people so that they can perform well for achieving the effectiveness of the organization. The human resource managers are responsible for to regard the differences in the culture as a positive learning experience for all the employees.
Learn: During the completion of this module, I have learned about the cultural dimension with the help of Hofstede’s cultural dimension theory in which Hofstede discussed 5 dimensions that are Power Distance, Individualism vs. Collectivism, Uncertainty Avoidance, Masculinity Vs. Femininity and long term Association. Apart from that, I learned about the different models that the organization may implement to assess its current financial viability.
Evaluate: I believe that there is a lack of perception in the management of Wesfarmers regarding the concept of culture and the impact of unresolved conflict that had grown up in the organization due to the compliances of the employees. The result is the development of the internal conflict, enhancing the absenteeism and turnover of the employees. I feel that the company may utilize its stronger human resource department for the mitigation of the growing conflict.
Consider: According to my own view, the organization may recruit more talented people experienced in managing people from different backgrounds, countries, ethnicity, and languages. It has to implement some employee engagement program or loyalty program so that the employees. The compliance of the employees has to be efficiently managed by disciplinary and grievance procedures.
Trial: For managing the compliance I think the organization should make a written format that would list the disciplinary and grievance procedure. I feel that action must be taken to motivate the employees toward the work to reduce the employee turnover rate.
From the above portfolio provided in this strategic human resource management assignment, knowledge is gathered regarding organizational theories and HRM theories and practices. The study explores different global perspectives of human resources that are highly complex in nature. It can be concluded in this strategic human resource management assignment that the interrelationship between the workers in an international organization is crucial to be managed in an effective manner. Following the issues identified through the course of the study provided in this strategic human resource management assignment, the portfolio also gives some clear recommendations for each of the issues. Strategic human resource management assignments are being prepared by our HRM assignment help experts from top universities which let us to provide you a reliable best assignment help service.
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