GLOBAL HUMAN RESOURCE MANAGEMENT.

Dear Students, The case study for assessment 3 is in your text (also attached under assessment 3): " Peter Hanson: Building a World Class Product Development Centre for Hi-Tech Systems in China". Please note the following: FINAL REPORT (45%) You will be required to submit a business report of a case situation as the final assignment. Use a business report style with appropriate headings, analysis and style/language; A minimum 8 references are required; 3000 words limit, you are allowed +/- 10% over or below the word count; The word limit excludes references and the executive summary; An executive summary (maximum 200 words) is needed; Include: A general overview of the major issues for the company; An analysis of the issues using relevant ideas and theories to inform your analysis; An identification of the problems (no more than 5, no less than 3). An identification of solutions to those problems. The solutions and recommendations should be prioritized according to importance.

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT
GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1GLOBAL HUMAN RESOURCE MANAGEMENT
EXECUTIVE SUMMARY
The following paper attempted a discussion on the issues that are presented in the operations that
were undertaken by the Product Development Centre or the PDC of HiTech Systems that is
located within the Chinese territories. The report opened with the overview of the issues that are
presented within the given business organization. The report thereafter analyzed the issues and
identified the problems that were faced by the Product Development Centre or the PDC of
HiTech Systems located within the Chinese territories. The report then proposed solutions and
proper recommendations that could be implemented within the Product Development Centre or
the PDC of HiTech Systems within the Chinese territories in order to put forth a resolution of the
major issues that have been discussed within the report.

2GLOBAL HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction..........................................................................................................................3
Overview..........................................................................................................................3
Issue Analysis..................................................................................................................5
Problem Identification.....................................................................................................6
Solution............................................................................................................................7
Recommendation.................................................................................................................9
Conclusion...........................................................................................................................9
References..........................................................................................................................11

3GLOBAL HUMAN RESOURCE MANAGEMENT
Introduction
The Product Development Centre or the PDC of HiTech Systems, located within the
Chinese territories, faces issues regarding the technological factors led to the conditions wherein
there was a severe lack of the proper amount of knowledge as is required for the development of
the competencies within the given business organization. The organization had also been facing
issues in the development of the organizational employees through the processes of the attraction
and the recruitment of the potential organizational staff. The company has been facing a huge
lack in the retention of the potential and the active organizational staff. The organizational staff
tend to lack the proper motivation to continue the extension of their services to the company. The
company fails to implement the proper motivational factors that would in turn arrest the high
attrition rates within the company. There is also observed a dearth of the proper and suitable
employees due to the fact that the people who were well-educated found better employment
scopes in the international markets as compared to the market scope in China. The following
paper attempts a discussion on the issues that are presented in the operations that were
undertaken by the Product Development Centre or the PDC of HiTech Systems that is located
within the Chinese territories. The report opens with the overview of the issues that are presented
within the given business organization. The report thereafter put forth an analysis of the issues
and identified the problems that were faced by the Product Development Centre or the PDC of
HiTech Systems located within the Chinese territories. The report then proposes solutions and
proper recommendations that could be implemented within the Product Development Centre or
the PDC of HiTech Systems within the Chinese territories in order to put forth a resolution of the
major issues that have been discussed within the report.
Overview
The major issues that are presented within the case refers to issues of the proper
communication within the workplace. The head of the Product Development Centre or the PDC,
Peter Hanson is found to be apprehensive about the maintenance of the proper communications
within the PDC along with the growth in the number of employees within the PDC. The PDC
also faces a lack in the development of the issues that are presented in the knowledge
management within the organization. Peter Hanson claims that the company faces issues
regarding the technological factors led to the conditions wherein there was a severe lack of the

4GLOBAL HUMAN RESOURCE MANAGEMENT
proper amount of knowledge as is required for the development of the competencies within the
given business organization (Björkman 2012). The organization had also been facing issues in
the development of the organizational employees through the processes of the attraction and the
recruitment of the potential organizational staff. The company is further observed to have been
dealing with issues that are presented in the realm of the training and the developmental factors
that are presented to the concerned members of the workforce that serves the organization. The
major issues that is observed to have been troubling the organization refer to the issues of the
retention of the employees who have been serving the company. The current employee market
that exists within the Chinese territories tended to demonstrate the issues that dealt with the high
rates of job changes as were accomplished by the people within the given country (Noe et al.
2017). There was also a dearth of the proper and suitable employees due to the fact that the
people who were well-educated found better employment scopes in the international markets as
compared to the market scope in China. The company further face issues due to the lack of
proper training and development among the employees of the company. This stems from the lack
of the proper infrastructure that would help in the management of the human resources within the
company.
The company in discussion, HiTech Systems is known to own several product
development centers all over the world. These product development centers further help in the
research and the development of the various products that are marketed by the company as well
as aims at the development and the manufacture of new products (Marie Ryanand Eva Derous
2016). The company has been installing the product development centers in various international
locations in order to have a better understanding of the technological factors that are maintained
within the different countries. The dispersal of the various product development centers that are
owned by the organization refer to the issues that are related to the development in the creativity
within the organization (Van Dooren, Bouckaert and Halligan 2015). The activity of the
development of the research and the development that have been undertaken by the organization
tend to help in the development of the products that are existent within the given market as well
as lead to the overall development of the organizational performances in the given markets. The
head of the product development center located at China has attempted to look into the proper
maintenance of the personal contacts within the workforce. This often led to the betterment of
the employee engagement within the organization.

5GLOBAL HUMAN RESOURCE MANAGEMENT
Issue Analysis
The major issue that is faced by the company refers to the lack of the proper employees
within the organization. The company has been facing a huge lack in the retention of the
potential and the active organizational staff. The organizational staff tend to lack the proper
motivation to continue the extension of their services to the company. The company fails to
implement the proper motivational factors that would in turn arrest the high attrition rates within
the company (Jeske and Shultz 2016). The organization had also been facing issues in the
development of the organizational employees through the processes of the attraction and the
recruitment of the potential organizational staff. The company is further observed to have been
dealing with issues that are presented in the realm of the training and the developmental factors
that are presented to the concerned members of the workforce that serves the organization
(Buckingham and Goodall 2015). The current employee market that exists within the Chinese
territories tended to demonstrate the issues that dealt with the high rates of job changes as were
accomplished by the people within the given country. The majority of the employees within the
Chinese territories tend to be awaiting the recognition of their services that they extend to the
company. The lack of the proper recognition or the promotion on the parts of the organizational
management is observed to have been the primary cause of the high rates of attrition that is faced
by the organizational staff (Ahmed et al. 2016).
The employees are observed to have issues in the distribution of the proper knowledge
that is required for the proper and the effective functioning of the product development center of
HiTech Systems that is operational within the Chinese territorial boundaries. The performance
management within the Chinese territories differ from the management of the performance as
demonstrated in the Western territories (Herschberg, Benschop and van den Brink 2018). The
employees who have been serving in the Western countries tend to expect a slower professional
growth of their careers. However, the people who have been residing within the Chinese borders
tend to expect a faster growth in the matters of their career (Kearney 2018). This is another
specific reason for the high rate of attrition within the product development center of HiTech
Systems.
The company faces issues regarding the technological factors led to the conditions
wherein there was a severe lack of the proper amount of knowledge as is required for the

6GLOBAL HUMAN RESOURCE MANAGEMENT
development of the competencies within the given business organization. There is also observed
a dearth of the proper and suitable employees due to the fact that the people who were well-
educated found better employment scopes in the international markets as compared to the market
scope in China (Cristia and Aracena 2017). The company further face issues due to the lack of
proper training and development among the employees of the company (Mone and London
2018). This stems from the lack of the proper infrastructure that would help in the management
of the human resources within the company. These issues might be developed due to the lack of
the proper knowledge within the Chinese territories regarding the scientific factors that are
relevant for the proper development of the operations within the product development centers
that are existent within the territorial boundaries of China. The company has been observed to be
lacking the proper motivational implementations that would help in the retention of the
employees within the given business organization (DeNisi and Murphy 2017). The company
would find a proper development in the fields of research and development as well.
Problem Identification
The company has been facing major issues in the overall performances within the
organization. These issues might be discussed as follows. Performance Gap
The performance management within the Chinese territories differ from the management
of the performance as demonstrated in the Western territories. The employees who have
been serving in the Western countries tend to expect a slower professional growth of their
careers. However, the people who have been residing within the Chinese borders tend to
expect a faster growth in the matters of their career (Akhavan et al. 2016). This is another
specific reason for the high rate of attrition within the product development center of
HiTech Systems. The organization had also been facing issues in the development of the
organizational employees through the processes of the attraction and the recruitment of
the potential organizational staff (Arnaboldi, Lapsley, and Steccolini 2015). The
company is further observed to have been dealing with issues that are presented in the
realm of the training and the developmental factors that are presented to the concerned
members of the workforce that serves the organization. Lack of Employee Motivation

7GLOBAL HUMAN RESOURCE MANAGEMENT
The company in discussion, HiTech Systems tend to have a lack in the motivation that is
presented to the employees within the organization. The majority of the employees within
the Chinese territories tend to be awaiting the recognition of their services that they
extend to the company. The lack of the proper recognition or the promotion on the parts
of the organizational management is observed to have been the primary cause of the high
rates of attrition that is faced by the organizational staff (Richards et al. 2019). The
company has been facing a huge lack in the retention of the potential and the active
organizational staff. The organizational staff tend to lack the proper motivation to
continue the extension of their services to the company. The company fails to implement
the proper motivational factors that would in turn arrest the high attrition rates within the
company (Hislop, Bosua, and Helms 2018). The organization had also been facing issues
in the development of the organizational employees through the processes of the
attraction and the recruitment of the potential organizational staff. Lack of Proper Knowledge
The company faces issues regarding the technological factors led to the conditions
wherein there was a severe lack of the proper amount of knowledge as is required for the
development of the competencies within the given business organization. The Chinese
employees face a severe lack of the proper amount of knowledge as is required for the
development of the competencies within the given business organization (Webb 2017).
There was also a dearth of the proper and suitable employees due to the fact that the
people who were well-educated found better employment scopes in the international
markets as compared to the market scope in China. The company further face issues due
to the lack of proper training and development among the employees of the company.
Solution
The afore-mentioned issues might be mitigated with the help of the various solutions that
are presented below. The company might need to implement the various procedures that would
enable the employees to have a proper knowledge in the realm of the scientific and factors that
are required for the development of the capable workforce within the organization. The company
might thus be advised to implement the various programs that would help in the development of
the required knowledge on the part of the organizational staff (Donate and de Pablo 2015). This
in turn would help in the development of the overall knowledge that is presented within the

8GLOBAL HUMAN RESOURCE MANAGEMENT
organization. The implementation of the issues that are related to the deficit within the
knowledge that is present among the organizational staff. This might prove to be one of the
solutions for the issues that are faced by the company in terms of the knowledge base that is
presented within the company (Nonaka and Toyama 2015). The employees of the company
might further be subjected to the proper training and developmental programs within the
organization in order to deal with the deficit in the knowledge base within the organization.
The employees within the organization tend to lack the proper motivation for the
increment in their services towards the organization. The company might be advised to provide
the proper motivation to the employees. The motivation that is needed by the organizational staff
should be put forth in terms of the recognition that is provided to the concerned employees
(Omotayo 2015). The performance management within the Chinese territories differ from the
management of the performance as demonstrated in the Western territories. The employees who
have been serving in the Western countries tend to expect a slower professional growth of their
careers. However, the people who have been residing within the Chinese borders tend to expect a
faster growth in the matters of their career (Liebowitz 2016). The implementation of the proper
recognition of the organizational staff might help in lowering the attrition rates among the
organizational staff. This in turn would help in the increment of the overall organizational
performance thereby impacting the competitive advantage of the company in the given market
(Kianto, Vanhala, and Heilmann 2016).
The performance of the employees within the organization might be affected due to the
low amount of the motivation that is presented within the organization. In order to take care of
this, the company might be advised to implement the motivational theories that have been
proposed by Herzberg. This would help the concerned management to motivate the employees
and thereafter deal with the betterment of the performance of the employees within the
organization (Inkinen 2016). This in turn would lead to the betterment of the employee
performance within the organization. The company might be advised to put forth the
development in the recruitment processes as well. This would lead to the incorporation of the
new talent within the organization which in turn would lead to the development of the
knowledge base within the company (Mäntymäki and Kai Riemer 2016). This in turn would help

9GLOBAL HUMAN RESOURCE MANAGEMENT
in the maintenance of the improvement of the competitive advantage of the company in the given
markets.
Recommendation
The company might be advised to implement the following measures in order to deal
with the overall development of the company.
 Employee motivation
The concerned management within the organization might be advised to put forth the
proper recognition among the employees within the organization. The management might
be advised to look into the issues that deal with the proper recognition of the services
provided by the organizational staff. This might be extended in the form of the financial
rewards as well as in the form of the promotions that are granted to the organizational
staff. This in turn would arrest the attrition rate within the concerned company.
 Training and development
The company might be advised to implement the various programs that would help in the
development of the required knowledge on the part of the organizational staff. This in
turn would help in the development of the overall knowledge that is presented within the
organization. The implementation of the training programs that are related to the deficit
within the knowledge that is present among the organizational staff. This might prove to
be one of the solutions for the issues that are faced by the company in terms of the
knowledge base that is presented within the company.
 Recruitment
The company might be advised to put forth the development in the recruitment processes
as well. This would lead to the incorporation of the new talent within the organization
which in turn would lead to the development of the knowledge base within the company.
The recruitment of the new employees would help in taking care of the dearth of the
proper and suitable employees within the market scope of scientific knowledge within
China.
Conclusion
The above discussion might thus be concluded on the note that the organizational
practices at HiTech Systems might be resolved with the help of the implementations of the

10GLOBAL HUMAN RESOURCE MANAGEMENT
various recommended measures. The company faces issues regarding the technological factors
led to the conditions wherein there was a severe lack of the proper amount of knowledge as is
required for the development of the competencies within the given business organization. The
organization had also been facing issues in the development of the organizational employees
through the processes of the attraction and the recruitment of the potential organizational staff.
The company is further observed to have been dealing with issues that are presented in the realm
of the training and the developmental factors that are presented to the concerned members of the
workforce that serves the organization. The people who have been residing within the Chinese
borders tend to expect a faster growth in the matters of their career. This is another specific
reason for the high rate of attrition within the product development center of HiTech Systems.
The company faces issues regarding the technological factors led to the conditions wherein there
was a severe lack of the proper amount of knowledge as is required for the development of the
competencies within the given business organization. The implementation of the proper
recognition of the organizational staff might help in lowering the attrition rates among the
organizational staff. The recruitment of the new employees would help in taking care of the
dearth of the proper and suitable employees within the market scope of scientific knowledge
within China. This in turn would help in the increment of the overall organizational performance
thereby impacting the competitive advantage of the company in the given market.

11GLOBAL HUMAN RESOURCE MANAGEMENT
References
Ahmed, Tarek M., Cor-Paul Bezemer, Tse-Hsun Chen, Ahmed E. Hassan, and Weiyi Shang.
"Studying the effectiveness of application performance management (APM) tools for detecting
performance regressions for web applications: an experience report." In Proceedings of the 13th
International Conference on Mining Software Repositories, pp. 1-12. ACM, 2016.
Akhavan, Peyman, Nader Ale Ebrahim, Mahdieh A. Fetrati, and Amir Pezeshkan. "Major trends
in knowledge management research: a bibliometric study." Scientometrics107, no. 3 (2016):
1249-1264.
Arnaboldi, Michela, Irvine Lapsley, and Ileana Steccolini. "Performance management in the
public sector: The ultimate challenge." Financial Accountability & Management 31, no. 1
(2015): 1-22.
Björkman, I. (2012). Peter Hanson: Building a world-class product development centre for hi
tech systems in China. In G. K. Stahl, M. E. Mendenhall, & G. R. Oddou (Eds.), Readings and
cases in international human resource management and organizational behavior (5th ed., pp.
62–70). New York, NY: Routledge.
Buckingham, Marcus, and Ashley Goodall. "Reinventing performance management." Harvard
Business Review 93, no. 4 (2015): 40-50.
Cristia, Juan Felipe Espinosa, and Javier Hernández Aracena. "Recruitment and Selection
Devices in Financial Services Companies: Exploring the case of Chilean Banking." Cuadernos
de Administración 30, no. 54 (2017): 125-154.
DeNisi, Angelo S., and Kevin R. Murphy. "Performance appraisal and performance
management: 100 years of progress?." Journal of Applied Psychology 102, no. 3 (2017): 421.
Donate, Mario J., and Jesús D. Sánchez de Pablo. "The role of knowledge-oriented leadership in
knowledge management practices and innovation." Journal of Business Research 68, no. 2
(2015): 360-370.

12GLOBAL HUMAN RESOURCE MANAGEMENT
Herschberg, Channah, Yvonne Benschop, and Marieke van den Brink. "The peril of potential:
Gender practices in the recruitment and selection of early career researchers." In Gender and
Precarious Research Careers, pp. 111-142. Routledge, 2018.
Hislop, Donald, Rachelle Bosua, and Remko Helms. Knowledge management in organizations:
A critical introduction. Oxford University Press, 2018.
Inkinen, Henri. "Review of empirical research on knowledge management practices and firm
performance." Journal of knowledge management 20, no. 2 (2016): 230-257.
Jeske, Debora, and Kenneth S. Shultz. "Using social media content for screening in recruitment
and selection: pros and cons." Work, employment and society 30, no. 3 (2016): 535-546.
Kearney, Richard. Public sector performance: management, motivation, and measurement.
Routledge, 2018.
Kianto, Aino, Mika Vanhala, and Pia Heilmann. "The impact of knowledge management on job
satisfaction." Journal of Knowledge Management 20, no. 4 (2016): 621-636.
Liebowitz, Jay, and Michael Frank, eds. Knowledge management and e-learning. CRC press,
2016.
Mäntymäki, Matti, and Kai Riemer. "Enterprise social networking: A knowledge management
perspective." International Journal of Information Management 36, no. 6 (2016): 1042-1052.
Marie Ryan, Ann, and Eva Derous. "Highlighting tensions in recruitment and selection research
and practice." International Journal of Selection and Assessment 24, no. 1 (2016): 54-62.
Mone, Edward M., and Manuel London. Employee engagement through effective performance
management: A practical guide for managers. Routledge, 2018.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education, 2017.
Nonaka, Ikujiro, and Ryoko Toyama. "The knowledge-creating theory revisited: knowledge
creation as a synthesizing process." In The essentials of knowledge management, pp. 95-110.
Palgrave Macmillan, London, 2015.

13GLOBAL HUMAN RESOURCE MANAGEMENT
Omotayo, Funmilola Olubunmi. "Knowledge Management as an important tool in
Organisational Management: A Review of Literature." Library Philosophy and Practice 1, no.
2015 (2015): 1-23.
Richards, Gregory, William Yeoh, Alain Yee Loong Chong, and Aleš Popovič. "Business
intelligence effectiveness and corporate performance management: an empirical
analysis." Journal of Computer Information Systems 59, no. 2 (2019): 188-196.
Van Dooren, Wouter, Geert Bouckaert, and John Halligan. Performance management in the
public sector. Routledge, 2015.
Webb, Sylvia P. Knowledge management: Linchpin of change. Routledge, 2017.