GRAB is expanding into BRUNEI: A perspective of International HRM
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Added on  2023/02/02
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This presentation provides a perspective on International HRM in Brunei as GRAB expands its business. It covers the economic drivers of Brunei, different HRM models, scope and strategies of HRM, recruitment and selection process, training and development measures, effective performance management system, and compensation and benefits.
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GRABisexpandingintoBRUNEI:A perspective of International HRM
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EconomicdriversofBrunei Economic drivers are those factors which has a huge impact on the country in terms of their growth. This will help in increasing the economic growth which is very good an organization to establish their business effectively. There are several factors which can be considered as an economic driver of Brunei, such as, Changes in the Gross Domestic Product (GDP) Impact of Income and wages Rate of Unemploymnt Inflation rate Interest Rate
HumanResourceManagement(HRM)Models These models help in enhancing the performance as a HR in an organization. Implementing all the models in the organization can be very helpful in getting better outcome. There are basically five types of models in the HRM practices, which is explained below: The Four Model of HRM: The Harvard Model The Guest Model The Warwick Model Model by John Sorey
CONTD… TheFombrunModelof HRM:Thismodelwas dicoverdbyFombrun,Tichy and Devanna in 1884. It mainly focuses on four elements, for example,selection,appraisal, development and rewards and their inter relatedness
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CONTD… TheHarvardModel:Itwas formulated by Beer et.al. in 1984, atHarvardUniversity.Thisis considered as an important model whichcanbeusedinHRM practices. This can include factors, like,stakeholdersinterests, situationalfactors,HRMpolicy choices, HR outcomes and long term consequences
CONTD… The Guest Model: This was discovered by David Guest in1997.Thismodelin evaluating six elements, such as,HRstrategyand practices,HRoutcomes, behavioral and performance outcomesandfinally financial outcomes. This can aklsobeagreatmodelto implement in the practice
CONTD… The Warwick Model:It was dicoverd by two reasercher named, Hendry and PettigrewofUniversityof Warwick. Thismodelhelpsinanalyzingthe macro and micro environmental forces, BusinessStrategyContent,HRM Context and Content, respectively. This modelsassistinmakingconnection withexternalandenvironmental factors and explores how HRM adapts to changes in the context
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Model by John Sorey This model was founded by John Sorey in 1989. This model help in setting interrelated policies in the organization which can help them in enhancing their performance. This model has four elements, such as, beliefs and assumptions, strategic qualities, role of line managers and key levers, respectively.
ScopeandstrategiesofHRM •Strategic human resource management is a process through whichoverall objective of the organisation is achieved. Human resource managementin order to formulate strategies interact with other departments so that individual and business objective are acquired. •GRAB in order to expand its business have to formulate strategies so that resources are being utilised properly. •Grab have to formulate different policies for human resource management in Brunei. •The scope of HRM consist of development , acquisition, retention and control of human resource in the company. •Pertaining to the international market grab have to find out about the rules and regulations which company have to comply with for recruitment of individuals in company.
RecruitmentandselectionprocedureinBrunei This functionof HRM is related to hiringqualifiedpersonnel'sforthe right job which assist the organisation inincreasingtheirmarketshare internationally.Recruitmentisa processoffindingandattracting potential resources which will work forthecompany'sgrowthand development in Brunei. This require personnel's which have abilitiesfor achieving the business goals.
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TraininganddevelopmentMeasures Training is the process of enhancing the skills , capabilities of the employees in order to increase their efficiency level which assist the organisation in achievement of the organisation.T&Dhelps in individualand organisational performance level which assist the organisation towards growth and success. Importance of Training and development Improve employee performance Improve employee satisfaction and Morale Addressing weaknesses
CONTD… Types of Training organized withinBrunei In-house training Off Job Training
Effectiveperformancemanagementsystem Performance management is related to continuous improvement of the individual and organisation performance. Effective performance management system helps in setting individual and team goals which are aligned to the strategic goals of the organisation. Following are the key elements for successful implementation of performance management system: Goal setting Collaboration and Communication Feedback
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Compensationandbenefits The compensation and benefits are the rewards which are achieved by the employees for their job performance. These includes monetary and non- monetary benefits which are provided to employees for performing effectively towards the achievement of overall objective of the firm. Grab in order retain its employees in Brunei and to increase their performance level by providing them with following compensation and benefits: Bonus Promotion
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