Human Resource Development: Opportunities and Challenges for V Pvt. Ltd.

Running head: HUMAN RESOURCE DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT
Name of the student
Name of the university
Author note

1HUMAN RESOURCE DEVELOPMENT
Executive summary
the report aims at understanding the different prospects of the transition that is planned by the
organization V pvt. Ltd. to facilitate the improvements in the systems. The determination of the
needs of the organization is based on the understanding of the challenges that are faced by the
same while managing the workforce while undertaking an expansion in the business. The major
aspects of the modification that is being considered by the organization while facilitating the
change is through the analysis of the employee performance and the retention rates of the
organization.

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Table of Contents
1. Introduction..................................................................................................................................3
1.1 Background of the scenario...................................................................................................3
1.2 Purpose of the report..............................................................................................................4
2. Theoretical exploration of potential opportunities and challenges..............................................4
3. Analysis of the opportunities and challenges in the relevant scenario........................................5
3.1 Employee motivation.............................................................................................................5
3.2 Employee engagement...........................................................................................................7
3.3 The job demand sources........................................................................................................9
3.4 Employee work performance...............................................................................................10
4. Recommendations......................................................................................................................11
5. Conclusion.................................................................................................................................14
References......................................................................................................................................16

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1. Introduction
The change planned by the organization determining the involvement and collaborative
functioning of the workforce towards achieving common goals of organization. Major aspects of
performance of the organization are determined through the understanding of the levels of
involvement of the employees in the systems of the organization. Performance of the workforce
helps the organization in undertaking the improvements in the situation.
1.1 Background of the scenario
The company “V- Pvt. Ltd.” has taken steps to grow in the international markets, more
specifically on the Middle Eastern nations of the world. However, there are different issues and
challenges faced by the business, which is based on the determination of different features of the
alteration in the structure and the functioning of the business. The key aspects of the
modifications, which is planned by the organization is based on the understanding of the
different aspects of the change in the systems and the functioning of the firm. The diversified
culture and the people from the different origins of the nations have affected the smooth
performance of the organization in the market. It has affected their position in the international
markets. On the other hand, the influence of the competitors has affected the functioning of the
organization on the different aspects of the change in the organizational structure and the
performance.
1.2 Purpose of the report
The purpose of the report is to determine different issues and the opportunities that are
possessed by the management of the organization for bringing in the modifications in the
systems of the business. The motive of the organization to increase the involvement of the

4HUMAN RESOURCE DEVELOPMENT
employees and the manner in which the workforce can be motivated to achieve the objective of
the organization forms the major part of the report.
2. Theoretical exploration of potential opportunities and challenges
Bennett scale
There are various challenges and opportunities that will get emerged in managing and
leading the employees in countries including India, China and Germany. This is mainly due to
the cultural differences existed among these countries. According to the Bennett’s scale of
cultural dimensions, one of the major challenges that will be faced in leading the employees in
three different countries is the denial of differences (Coffey et al. 2013). This is due to the reason
that according to the author, people tend to consider their own culture as superior to others and
they are less interested to consider other cultures. Thus, it will be difficult for the leaders to get
accepted in different cultures.
However, on the other hand, there will have opportunities for the leadership roles
according to the Bennett scale. It is stated in the model that people tend to slowly accept the
differences in cultures and they slowly starts to integrate them in the diverse cultural situation.
Thus, this will help the leaders to gain more diverse knowledge from different cultural groups.

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Trompenaars model of cultural differences
According to this theory, countries such as Germany are having high level of
universalism compared to the countries such as India and China. Universalism refers to the
concept of initiating standardized approach of ideas in every place (Vaiman and Brewster 2015).
Thus, leaders will have the opportunities to implement their ideas for the German employees.
This will enable them to use their own knowledge and approaches in managing the employees,
which will further enhance their effectiveness. On the other hand, the leaders will face the major
challenges in China and India. This is due to the reason that in order to manage the employees
from these countries, leaders should modify and customize their approaches according to the
circumstances and the local preferences.
Another important dimension discussed in this model is the achievement and ascription.
According to the reports, Germany is having more of achievement model, which denotes that
leaders will have to perform in order to gain the accorded status. Thus, the past experiences and
the status of the leaders will not be considered in this case. On the other hand, countries such as
India and China are having more ascription type of culture. This denotes that leaders can
leverage their gained status from the very primary stage. This will help them to have the upper
hand in managing the employees. In these countries, employees will give the status to the leaders
without being determined by their work performance.
Hofstede’s cultural dimensions
Hofstede’s cultural dimensions states about different differences in dimensions between
the countries. It is stated that Germany is having much lesser ranking in comparison to the China
and India. Thus, it can be concluded that leaders will face the issue of lack of effective