International Human Resource Management Case Study
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Added on 2021-09-01
International Human Resource Management Case Study
Added on 2021-09-01
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Declaration Required for all coursework In advance of your submission, please: 1.Complete the following details and include as the first page of your submission; 2.Read the Turnitin section and check that you understand how Turnitin is used to assess your work; 3.Read the declaration to check that your submission conforms with the listed requirements before you submit your work. Name(s) and Student Number(s): Khaled Boumali N0955386 Module Title: International Human Resource Management Title of Coursework: ArcelorMittal Case Study Word Count (see declaration below): 1000 Required Format Font: Verdana Points: 10 Paragraph line spacing: 1.5 Page Numbers: Included Turnitin Similarity Check Where appropriate to the coursework assignment, your document will be submitted to Turnitin to generate a similarity report for review by your tutor. This report will compare your work against millions of previously submitted student papers and online resources (e.g. web sites, journal articles) in the Turnitin database and highlight any text that matches your submission. Declaration By submitting your work you are certifying that: 1.The submission is the result of your own work and does not contravene the University Regulation on Academic Irregularities. 2.The word count included on this cover sheet is accurate and follows the guidelines outlined in the assignment brief (failure to include an accurate word count will be treated as a minor academic irregularity as defined in the Academic Irregularities Policy.) 3.Your ability to complete your assessment has NOT been adversely impacted by circumstances beyond your control. 4.Once you have submitted your work, any such circumstances would need to be disclosed through the Academic Appeals Policy and process and not through the Notification of Extenuating Circumstances Policy and process.
ArcelorMittal is a regiocentric multinational company that relies on human investment. They are facing some challenges with Talent management that they need to overcome to create a workforce driven by the employees who believe in the organisation’s ethos on sustainability and social values and contribute to fulfilling the competitive advantage goal in such a rivalry marketplace. As a team, we applied the POST model. We started first by identifying the issues ArcelorMittal is confronting using SWOT analysis, including gender imbalance among the executive officers and committee management, highly qualified managers are touching the retirement age, employing some temporary staff, inability to attract the suitable candidates in some locations, and disagreement on value-based recruitment. These challenges have a direct impact on the business resulting in ageing workforce, conflicted environment and lack of trained talent. The organisation has objectives to achieve. Their short-term objectives comprise urgent objectives, which are filling the safety and health vacancies and attracting the suitable candidates, and non-urgent objectives that involve the expansion of business activities and the social and ethical development. Their long- term objectives include creating shareholder value, contributing to society’s needs, and sustainable development outcomes. To attain the abovementioned objectives, we recommended the High-Performance Management strategy because it aims, through High-Performance Work Systems, to emphasize on a bundle of HRM practices that contribute to enhancing the employees’ performance, thus enhance the company’s performance (Armstrong and Taylor, 2017a).The performance of the employees depend on Ability Motivation and Opportunity. These three points form the AMO model (Boxall and Purcell, 2003). We recommended as well to depend on the combination of both convergence and divergence as an approach to internationalisation- convergence towards the goals and divergence towards the local institutions. My individual task was to focus on performance management. Performance management is a structured method to optimize individual, team and organisational performance. It makes people realise what good success implies and provides the support and assistance required for this mission (Armstrong and Taylor, 2017b). The recommended tactics concerning this HR practice are as follows: Expatriation to the countries where the birth rates are falling to fill the positions and tackle skills gap. Expatriation to the countries where the dimension rate of uncertainty avoidance is high to transfer the knowledge about sustainability and social values and help the locals respond more effectively to the changes and adapt to the risk management and overall contribute to the development of both the individuals and the organisation. Establishment of adequate contact and communication between evaluators in home country and subsidiaries to keep the performance evaluation formal and updated. Thus, provide the expatriates with all the needed materials concerning
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