HR-related Issues in Partial Business Shift to China

This report discusses the HR-related issues faced during the partial shift of business from Northampton to China. It explores cross-cultural comparison and the impact of Hofstede's culture model. Recommendations are provided for managing these challenges.

BUS3011HR-related
issues

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Partial shift of business from Northampton to China..................................................................1
Cross cultural comparison...........................................................................................................2
Hofsetede's Culture's....................................................................................................................2
Recommendation.........................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
HR-related issues practices develop main hurdles within entity management. Human
resource management incorporates various activities as training and development, job design,
and many others (Chakraborty, 2020). Moreover, one of the key accountabilities is to maintain as
well as formulate affirmative atmosphere at work area which facilitates various growth
opportunities to entity. The key aim of this report is to acknowledge as well as analysis problem
faced because of partial manufacturing shift. The undertaken company for this report is to Foster
and Son Northampton Ltd. which is undertaken as the one of the leading small shoes
manufacturing firm having headquarters is in UK. Respective report incorporates Hofsetede’s
culture and various problems faced into organisational sector.
MAIN BODY
Partial shift of business from Northampton to China.
Business is changing as well as this has been also observed that practices and activities
modifying as time goes on. In addition to this, When enterprises move towards one country to
other, there are various changes as well as measures that are being adapted through businesses.
Also, This is vital to effectively concentrates upon this shift which is helpful in undertaking
appropriate decisions (Kools, 2020). Additionally within country such as China, there most of
the firm are expanded their business and mostly are from UK’s, businesses which are performing
several practices into country. Also, Into small business, expansion are being undertaken through
them so that they can able to sustain for longer duration. The China as well as United Kingdom
is two distinguish countries and consequently businesses are performed there. In respect of
Foster and Son Northampton Limited, this particular firm is planning to move their operation in
CHINA at the time of pandemic situation. Along with this the partial shifting of business raise
with intent of business practices expansion in order to gain much profitability as well as
maximizing goodwill. In context of SME's business, this is simple for them to expand their
operations to other countries because of small business. Therefore, culture have in depth affects
upon small and medium enterprises when partial shift is being performed so comparisons,
opportunities and threats of particular aspects are being further described underneath:
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Cross cultural comparison
Within human resource management there are various problems that incur as well as
affects directly upon practices of business and also the other areas. Additionally, the cultures are
required to be concentrated when exploring or forming business activities into several
international countries are being performed (Lanu, 2020). It is so the business development and
success is mainly based upon society, communities, individuals and cultures. Moreover, China,
Ethiopia and Vietnam are distinguished that are described with provided problems that are being
faced through all countries are described below:
Employee relations
Staff relations are considered as the procedures of maintaining affirmative relationship
with workers for developing effective relations. Moreover, this is not simple for building worker
relations into firm due to differences in conceptions, thinking or manner of perception.
Therefore, when staff relation is concentrated through the advantages of business that are being
evaluated through both parties based upon that relationship ate being developed.
Vietnam
Within this, staff determined it simple to formulate staff relationship as due that efficacious
communication as well as utilization of efficient English across the countries. But the key
problems that are being faced during respective procedures is the politics which are being raising
into entity.
China
Within China, the relationships of staff are complex as well as much tough to maintain because
of different languages that drives towards time taking. In addition to this, because of employee
retention period is for shorter duration. Moreover, because of respective problems this is tough
for human resource management of small firm to perform it's practices in effective and efficient
manner
Hofsetede's Culture's
As per Hofsetede' model, it signifies cross cultural communication which imposes direct
effect on society. It is an appropriate model that is required to be determined by company who
focuses on expanding activity into various nations. By using proper analysis of model, it is very
easy to get data and information and increase awareness regarding various culture of specific
country (Luo and et. al., 2020)
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. It is important for organisation to adopt this kind of framework in order to take a decision in
respect of how activity and functions can be performed in different foreign nations. This model
signifies various factors which is important to be analysed so that it is very easy to assess various
opportunity as well as threat that is encountered by organisation while shifting producing into
China. Therefore, this model adopted by organisation is going to be mentioned below:
Power Distance-
This model signifies the individual person who is not treated in equal manner. Therefore,
the dimension signifies regarding attitude in respect of equality. PDI for both selected nation is
differ for instance in context of Vietnam PDI is around 70 while in context of china PDI is
considered as high. It is necessary to shift manufacturing organisation to another Nation this
element is required to be determined as a priority so that there are different problem which must
be resolved in future time period.
China
 Opportunities-: Herein, it is an opportunity for selected organisation when operating
company in different country of UK that signifies inequality which is not acceptable by
individual person at wider scale. In reference of Foster as well as son Northampton
Limited, it is determined is a opportunity as they are shifting their manufacturing to
China such as they can provide benefits to both nations, suppliers, subordinate that help
in increasing goodwill or reputation of company in future period of time. It is also help in
achieving favourable outcome in upcoming time period.
 Threat: The threat rate in both nations is inequality that that may be accepted because of
barrier in language. It imposes direct impact on organisations activity and their functions.
Therefore, die to increase in language barrier that occur inequality that arises different
kind of problem in producing process of organisation.
Individualism
Herein, it signifies regarding interdependency degree within a nation that is handled by
society. The other dimension is determined as collective in which society provides support to
their individual person for success as well as growth. Both this element imposes positive effect
on business organisation and their employees at wider level (Manisha, 2020). In reference of
chosen organisation, there are different kinds of threat as well as opportunities which are
confronted that are going to be mention below:
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Vietnam, China and Ethiopia
 Opportunities: In context of chosen organisation, there different kind of opportunity to
both Vietnam and Ethiopia is around 20 score in collective society. But in case of China,
there is a collective degree is present and it is very easy for organisation to possess
appropriate control over employees and also manage discipline.
 Threat: The threat for Foster as well as son Northampton Limited is due to having
members within China, it is not easy for an organisation to allot innovative project to
subordinate who are under collective category.
Masculinity
Herein, it signifies regarding extent up through which society is driven by willingness to
accomplish something, growth and success accomplish something. In addition to this, it signifies
the division related to responsibility among men and women (Mutlu, 2020). It is important for
organisation who focuses on shifting their operation and function to other nation to assess these
factors so that resources and activity must be carried as per this process.
China
 Opportunity: It is determined as opportunity for chosen organisation that they have a
masculinity rate in china is 66 signifies male are available in sector of organisation and
that lead to success and growth. It is considered as an opportunity for selected
organisation to shift their organisation that helps in assessing resources in nation in most
proper manner. Therefore, the other country masculinity score is determined as the high
that results in easy for selected organisation to run properly.
 Threat: The main threat of this kind of dimension is both countries are that both females
of country are determined as main reason for success as well as growth. Therefore, the
business organisation focuses on imposing negative effect on goodwill of organisation
and avoiding legislation related to employment. It directly results in increasing level of
risk and threat for organisation.
.Uncertainty avoidance
Herein, according to Hofstede cultural dimensions model, uncertainty avoidance
emphasized on extent to which the society deal with various stages of stress and that confronted
with conditions which arises in future period of time. In context of chosen organisation they
emphasize on certain condition which results in risk elimination. In society, uncertainty
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avoidance is needed to assess so that it is helpful in taking decisions during particular phase of
time period.
China
 Opportunity: The primary opportunity of this kind of dimension is that there is a score
of 55 in Ethiopia as well as in Vietnam has a score of around 30 in which member of a
nation do not provide too much attention on uncertainty situation which is arises in future
period of time. Therefore, it is beneficial for organisation that results in lower stress and
subordinate can increase higher level of productivity. In China ,the score related to
uncertain avoidance is determined as a 30 in which society of nation such as provide
work in comfortable manner in order to provide advantages for chosen organisation
because these enforces subordinate or employees that they are capable to handle a lot a
task in an appropriate manner (Philip and Arrowsmith, 2020). The business organisation
focuses on shifting partially in country named as China. And the organisation is capable
to enhance current sales ratio in easy manner.
 Threat: In reference of three nations, it is determined as a threat for organisation along
with low score related to uncertain avoidance that imposes a direct effect on chosen
organisation whole structure because it is significant to increase awareness regarding
situation which is arises in future period of time which is uncertain so that there is a risk
which is increased at wider level.
Long term orientation
It is determined as a other dimension that signifies extent to which nation or culture can
use according to different situation (Sharma, 2020). It is determined as a two kind of culture
which are named as normative as well as pragmatic orientation. In context of China, they use
pragmatic orientation but in case of Vietnam they use they also use pragmatic culture.
China
 Opportunity: In context of chosen organisation, they have opportunity to increase their
investment in China as they are capable to take decision by using tradition or situation in
modern areas. In context of score, they are based on change in market during particular
phase of time period. Therefore, it is advantageous for organisation to adopt changes
along with flexibility in market.
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 Threat: The biggest or largest threat is that they can deal in shoes production that
imposes positive effect on changing behaviour of user in retailing sector. Therefore, it is
necessary to invest in China that is determined as a cost expensive process for chosen or
selected as SME.
Indulgence:
It is determined as a last dimension which signifies the extent to which individual person
tries to handle or also control wants and Desire (Sońta-Drączkowska, 2020). It also has some
opportunity as well as threat that are going to be mentioned below:
 Opportunity the main opportunity for organisation is that the China has a score which is
low. It is an advantageous for selected organisation as subordinate of country or Nation
do not need or desire for wages as well as other benefit and they possess control over
demand. For another country, both possess low score culture related to dimension.
 Threats: In this process, the threat for organisation is due to increase in motivation of
individual person that imposes direct effect on SME at wider or larger level.
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Recommendation
On the basis of above given topics, it has been examined that it is important for chosen
organisation to possess appropriate skill or knowledge of model accordingly so that it is easy to
target particular country for chosen organisation so it is important to increase awareness
regarding environment in order to achieve goal in timely manner (Taiana and et. al., 2020).
There are various recommendations that is going to be mentioned below:
 It can be recommended to Foster and son Northampton limited that as they are
determined as an assembly required to organise appropriate market analysis in order to
select target marketing in proper manner.
 The other recommendation to chosen organisation is that they make appropriate decisions
it is important for increasing awareness regarding culture of other nations in which partial
organisation is operated in an appropriate manner so that error do not arises.
 Furthermore, it can also be recommended to other organisation to accomplish objectives
in particular phase of time period. It is important for them to possess appropriate HRM so
that there is not any kind of issues that can be raised.
 Moreover, it is also assess that SME need financial and physical resources while shifting
resources that are adopted in most appropriate way.
Therefore, after assessing above given a recommendation it has been analysed that they are
needed to be used by selecting organisation so that they take a decision accordingly. By
appropriately focusing on these kind of recommendation appropriate output are achieved.
CONCLUSION
Based upon the above report, this has been concluded that human resource management are
enhancing day by day with all organisations. Moreover, this is vital for them to be aware
regarding these problems so that decisions are being developed in effective and efficient manner.
In addition to this some human resource related problems are being identified such as cultural
comparison and Hofsetede’s culture. Respective model is required to be determined by company
who focuses on expanding activity into various nations. Along with this, it have been also
determine that it is crucial t have appropriate understanding as well as evaluation based upon
which this becomes simple to opt country for business expansion or partial shifting.
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Additionally, uncertainties’ are hurdles that incurs in business for opting various opportunities &
threats in order to perform partial shifting of business.
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REFERENCES
Books and Journal
Chakraborty, B.R., 2020. Human Resource Practices Of IDLC Finance Ltd.
Kools, M., 2020. Schools as Learning Organisations: the concept, its measurement and HR
outcomes.
Lanu, M., 2020. Building HR Analytics Maturity: Case Study.
Luo, J. and et. al., 2020. Fluzoparib increases radiation sensitivity of non-small cell lung cancer
(NSCLC) cells without BRCA1/2 mutation, a novel PARP1 inhibitor undergoing clinical
trials. Journal of cancer research and clinical oncology, 146(3), pp.721-737.
Manisha, M., 2020. A Study on the Effect of Human Resource Information System on SHRM
with special reference to selected Indian Organizations.
Mutlu, M.D., 2020. Human Resource Management in Knowledge Intensive Firms.
In Contemporary Global Issues in Human Resource Management. Emerald Publishing
Limited.
Philip, K. and Arrowsmith, J., 2020. The limits to employee involvement? Employee
participation without HRM in a small not-for-profit organisation. Personnel Review.
Sharma, D., 2020. Human Resources as Business Value Creator: Business Philosophy Revisited.
In Innovation, Technology, and Market Ecosystems (pp. 203-219). Palgrave Macmillan,
Cham.
Sońta-Drączkowska, E., 2020. Motivating self-organizing agile teams in New Technology-Based
Firms: an exploratory study.
Taiana, E., and et. al., 2020. Long non-coding RNA NEAT1 targeting impairs the DNA repair
machinery and triggers anti-tumor activity in multiple myeloma. Leukemia, 34(1),
pp.234-244.
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