HR-related Issues in Partial Business Shift from Northampton to China

BUS3011HR-related
issues

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
Partial shift of business from Northampton to China......................................................................3
Cross cultural comparison ..............................................................................................................4
Hofsetede's Culture's .......................................................................................................................5
Recommendation ............................................................................................................................8
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................10
Books & Journal:..........................................................................................................................10

INTRODUCTION
In business sector, issues are bound to occur in at every aspects and it which are needed to
be solved. With changing period of time, business practices, activities, operations changes at rapid
scale depending upon market situation & trends (Bogodistov, 2017). Main aim of this report is to
understand and examine issues faced by due to partial shift of manufacturing. Manufacturing and
shifting business operations into other countries is a difficult procedure & time consuming. Foster
and Son Northampton LTD, a small manufacturing firm headquartered in U.K. Firms deals in
manufacturing of shoes and products and is shifting their business to other countries. This report
comprises Hofsetede's Culture and different issues faced within business sector.
MAIN BODY
Partial shift of business from Northampton to China
Business is changeable and it has been also seen that operations as well as activities
changes with period of time. When business shifts from one country to another, there re many huge
changes and measures which are being adopted by enterprises. It is essential to properly focus on
these partial shifts so that decisions making is carried out in proper manner. In country like China,
there are most of U.K(Dinh, 2020). Businesses that are operating their businesses activities in
country. In small businesses, expansion is being focused by them so that survival increases for
longer period of time. United Kingdom and China are two different countries & accordingly
business operations are operated. In context of Foster and Son Northampton LTD, they are being
likely to shift their businesses to China during this pandemic situation. The partial shift of business
arises with purpose of expansion of business activities, operations, gaining more profits &
increasing goodwill. In case of SME business, it is easier for them to shift their functions to other
countries due to small operations. Thus, culture has a deep impact on SME'S when partial shift is
being done so comparisons, opportunities & threats of concept is further explained as follow-
Cross cultural comparison
In HRM, there are many issues which occur and impact directly upon business activities &
others areas. Culture are important which are needed to be focused when developing or expanding
business operations into different foreign countries. This is because success & growth of enterprises
depends upon culture, society, people, etc. It is because products & services are provide within
cultures, to people & community. Culture of Vietnam, Ethiopia & China are different which are
discussed with these given issues which are faced by both countries & are explained below-
Employee relations-

Employee relations is defined as process of managing positive relations with employees to
develop relationship. It is not easy to develop employee relations within entity because of difference
in opinions, thinking or way of perceptions (Favaretto, 2019). So, when ER is focused by
businesses benefits are measured by both parties on basis of which relations are being established.
Vietnam
In this, employee find it easy to develop employee relations as because of which effective
communication and using of English all over country. But main issue faced during this process is
that politics is rolled out (Foss, 2017).
China-
In China, employee relations are difficult to maintain because of difference in languages
which leads to time consuming. Due to this employee retention period is for short interval. Due to
this issue it is difficult for HRM to carry out their activities.
Leadership and management-
Leadership refers to influencing of others decision to get work done whereas management is
defined as set of principles and functions which help in achieving organisational goals.
Vietnam & Ethiopia
In this country, leadership and management approaches are completely different from
China as because most of methods are proposed by superiors on basis of situations and benefit
factors. In this HRM issue, it is not possible for HR to properly make effective decisions (Li,
2018).
China
In China, issue faced by HRM of leadership management is that it is difficult to use
appropriate leadership & management Approaches due ton fast changing market situations which
makes it difficult for human resource management to provide suggestion to new or old employees.
Professional management of employees-
It is another issue faced by HRM in which it in country such as Vietnam, Ethiopia,
professional management of employee depend upon their position & whereas in China professional
management of China is not static & that leads to conflicts or issues. It is important to manage this
issue because professional management of employees leads to better productivity, positive
outcomes.
Therefore, it has been examined that it is crucial to have appropriate knowledge regarding
these issues or problems so that it is easier for organisations to carry out HRM practices as well as
procedures in most effective manner. In relevance of selected firm, it is essential for them to
improve & develop their HRM department and provide effective solutions to same departments.