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

This report analyzes the opportunities and challenges faced by V Pvt. Ltd. in managing its workforce while expanding in international markets. It explores different theoretical models and recommends strategies for employee motivation, engagement, job demands, and work performance.

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

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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

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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

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communication due to the hierarchy being followed in China and India, while it will also help
them to have the controlling power on the employees. On the other hand, Germany is having
lower ranging and they are not the followers of hierarchical structures. Thus, in this case, leaders
will have the opportunities to have effective communication with the employees. According to
the Hofstede’s dimensions, it can be concluded that cultural factors of India and China are much
more similar to that of the Germany.
Figure: 1
Hofstede’s dimensions of China, India, Germany
Source: (Hofstede Insights 2018)

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3. Analysis of the opportunities and challenges in the relevant scenario
The opportunities and the challenges that are faced by the organization is being discussed
in this section of the report. It helps in perceiving the best practices that might be undertaken by
the organization in order to manage the workforce and thereby bring in changes in the
performance of the organization (Torrente et al. 2012). The analysis of the opportunities and the
challenges is facilitated through the identification of the different factors that helps in
determining the needs of the organization to bring in the modifications and the fields where more
stress is required to be given (Kim, Kolb and Kim 2013).
3.1 Employee motivation
The motivation that the organization is required to provide to the employees of the same
is facilitated through the proper functioning of the Abraham Maslow’s Hierarchy of Needs. The
theory will be helping the management of the organization to determine the needs of the
employees and thereby distinguish between the same in order to determine the capabilities of the
organization to provide the employees with the same (Robertson, Jansen Birch and Cooper
2012). The proper identification of the different features of the modification in the system is
facilitated through the determination of the theory and the manner in which the theory might be
placed in the present scenario.

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Figure 2: Abraham Maslow’s Hierarchy of Needs
(Source: Kehoe and Wright 2013)
The determination of the psychological, safety, belonging, esteem and the self-esteem
needs will be helping the business firm in bringing in changes in actualization of the
performance of the same in the market (Suharti and Suliyanto 2012). The determination of the
requirements of the organization to bring in improvements in the performance of the
organization is based on the perceiving the different factors of the motivation of the workforce.
The HR department of the organization must take steps to determine the needs of the
employees through the implication of the model on the organizational structure. It will be
helping the organization in building a strong relation with the employees. It will also encourage
the employees to involve themselves to the change in the structure of the business firm (Albrecht
et al. 2015). On the other hand, the determination of the needs of the employees helps in
influencing the change in the constitution and the performance of the organization.

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3.2 Employee engagement
The proper engagement of the employees of the organization helps in bringing on the
changes that a required to be taken by the business firm for improvements in the situation of the
same. The major aspects that determine the involvement of the employees in the functions that
are undertaken by the organization is determined through the fulfillment of the needs of the same
(Sonenshein and Dholakia 2012). On the other hand, the perception of the management of the
organization facilitates in determining the elements of the change that is planned by the
organization. As per the case, the HR department of V- Pvt. Ltd must take steps to analyze the
fundamental criteria through which they can maximize the engagement of the employees in the
initiatives that are taken by the organization.
Institute for Employment studies (IES) Engagement Model might help the
organization, V- Pvt. Ltd, in determining the different factors that contributes to the effective
engagement of the workforce in the processes that are planned by the business firm. The
organization must build up different levels of insights through which they can keep the diverse
workforce motivated to their respective job roles as per the needs of the organization to bring in
improvements (Shuck and Herd 2012). The company is required to provide continuous training
sessions to bring in development of the employees for improving their engagement in the
processes that are undertaken by the organization. The appraisal strategy of the organization
will be helping the same in keeping the employees motivated to their work. Shantz et al. (2013)
stated that rewards and recognition of the employees is a crucial step that the organization must
take in order to empower and motivate the employees to facilitate the change in the business
firm. The determination of the equal opportunities to the people will be helping the
organization in retaining the diverse workforce, which helps the business in facilitating

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continuous innovation (Schaufeli 2012). Health and safety policies of the organization will be
helping the organization in securing the workforce and thereby make them feel safe for the
smooth performance (Ariani 2013). Therefore, the determination of the factors helps in
providing the employees with the value proposition, which will enhance the employee
engagement in the systems of the organization in the market.
Figure 3: (IES) Engagement Model
(Source: Van De Voorde, Paauwe and Van Veldhoven 2012)

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3.3 The job demand sources
The determination of the commitment of the employees determines the different aspects
of the transition that is planned by the business. On the other hand, the balance in the job
demands and job resources will be helping the organization in understanding the involvement of
the employees to the function that is planned by the firm (Menguc et al. 2013). On the other
hand, the determination of the needs of the organization is based on the functioning of the
resource capability of the business to suffice to the demands of the employees. It helps in
determining the change in the performance of the organization.
The determination of the (JD-R) model helps in determining the activity of the
employees. The Key aspect of the change that is being planned by the organization is based on
the committed functioning of the workforce (Bedarkar and Pandita 2014). The job satisfaction
of the employees plays a major role in perceiving the different levels of the change in the
structure and the functioning of the business, which will be helping the organization in making
continuous improvements in the systems, and the functioning of the organization in the market.
Dalal et al. (2012) stated that the involvement of the employees in the different levels of the
transition helps the firm in bringing forth the modifications in the systems (Hoon Song et al.
2012). The motivation of the workforce helps in determining the determination of the
modification objective of the business. The enormous pressure that is felt by the employees due
to the subtle changes in the organization determines the processing of the same. However, the
company must take steps in order to defend the interests of the employees in order to support the
job satisfaction of the employees.

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Figure 4: (JD-R) model
(Source: Bakker, Tims and Derks 2012)
3.4 Employee work performance
The progress that is planned by the organizations are based on the performance of the
individual employees. The functions of the employees and the smooth implementation of the
transition plans helps the organization in making their progress in the market scenario (Truss et
al. 2013). The major aspects of the change that is planned by the organization is determined
through the activities that the organization takes in order to keep the employees motivated and
focused on the respective job roles. Anitha (2014) stated that the organizations depends on the

13HUMAN RESOURCE DEVELOPMENT
functioning of the employees and thereby the business firms must take steps in order to improve
the engagement of the employees in the processes that are facilitated by the organization.
Task and Contextual performance model helps in determining the change in the job
role and the manner in which the performance of the employees helps the organization in
enhancing the systems. The major issues that are faced by the concerned company are based on
the diversity in the workforce and the manner in which it affects the performance of the
workforce. The company must take steps in order to determine the needs of the employees in
order to determine the different aspects of the motivation that the organization amends to provide
to the employees is a reward of the performance (Mone and London 2018). On the other hand,
the organization must take steps for devising the proper synchronization of the different elements
for balancing the criteria of the management of the organization and the performance of the
employees. Keeping a track on the progress made by the employees will be helping the
organization in bringing forth changes as per the market trends.
4. Recommendations
This section of the report aims at undertaking the recommended actions that might be
taken by the organization for bringing in the transition in the structure and the functioning of the
organization, V- Pvt. Ltd, in the market. The key steps that might be taken by the organization is
being enumerated in this section of the report. It will help in determining the prospects of the
alteration in the conditions faced by the organization.
 The organization must take steps to develop the rewards and the recognition programs
for keeping the workforce motivated towards their work. The rewards and recognition
not only helps in motivating the employees but also helps in determining the competition

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among the employees to retain their position in the organizational structure. The proper
functioning of the workforce and the competition between the internal departments of
the organization will be helping in making the desired progress in the system. On the
other hand, the determination of the recognition helps in encouraging the employees top
put their efforts on the progress of the organization through the enhancement of the
engagement in the processes of the business firm. The different factors of the
modification in the structure and the functioning of the organization is based on the
perception of the employees productivity. The determination of the needs of the
employees to be recognized for their activities must be adhered by the organization for
retaining the skilled workforce and thereby influence the employees to perform as per
the needs of the business.
 The company must take steps to facilitate the needs of the employees relating to the
health care and security of the employees. It will be helping the organization to keep
the employees motivated to their individual job roles. On the other hand, this step will be
helping the organization in retaining the workforce of the organization as per the needs
of the same to make its progress in the market. The healthcare and security polices of the
organization will be helping in insuring the lives of the people based on the needs of the
same in the market. the safe workplace is an important factor that is based on the design
of the policies by the firm which helps in determining the smooth functioning of the
same in the market.
 Diversity management is one of the major recommended action that must be
undertaken by the organization in order to facilitate the equal employment opportunity to
the people not discriminating of the caste, creed, religion, race, nationality or gender. It

15HUMAN RESOURCE DEVELOPMENT
will be helping the organization to bring in continuous innovation in the systems
resulting to its expansion in the international market. Management of diversity of the
business helps in determining the sustainable growth in the international markets.
Therefore, the company must take steps to provide equal employment opportunities to
candidates and encourage the diversity in the workplace for making the continuous
innovations in the market.
 Involving the workforce in the decision making system of the organization will be
helping the same in making the progression as per the needs of the market. Involving the
workers union in the board members of the organization helps in maintaining the
equilibrium of the management and the employees in the organization and thereby will
be helping the organization in undertaking a unbiased decision. The different actions that
are taken by the management of the organization is based on the functioning of the
employees. therefore, the involvement of the employees in the decision making helps in
enhancing their functions in the workforce.
 The company must take steps for determining the training needs of the employees.
Delivering proper training sessions to the employees will be helping the organization in
enhancing the functions of the same in the market. On the other hand, the training helps
in ensuring the empowerment of the employees as per the needs of the organization as it
will bring in progress in the workforce. Providing proper training to the employees will
be helping the organization in keeping the employees updated to the job responsibility
that they are into. It will facilitate the understanding of the demand of the respective job
roles of the employees. Training will be helping the employees to bring in changes in the
functioning of the processes that are undertaken by the business firm. The determination

16HUMAN RESOURCE DEVELOPMENT
of the needs of the employees relating to the training will be helping the same in
modifying the activities that are taken by the employees.
 Communication with the employees is again another important part that is to be taken
by the HR department of the organization, which will facilitate in recognizing the issues
that are faced by the employees while undertaking their respective job roles. It keeps the
management of the organization informed of the practices that are taken by the
workforce. On the other hand, it helps in transmitting the decisions of the management to
the employees, which helps in the smooth functioning of the employees as per the needs
of the objective of the organization.
 Monitoring over the actions that are taken by the employees will be helping the
management of the organization to keep a track of the issues that are faced by the
employees while undertaking their respective job roles. It helps in determining the
change in the functioning of the organization based on the understanding of the needs of
the organization to make their expansion in the international markets. Providing proper
guidance to the employees on their respective job roles and the functioning of the
employees will be helping the management of the organization to empower their
employees and keep them engaged in the processes that are taken by the business.
5. Conclusion
Therefore, from the above analysis it can be stated that the smooth functioning of the
organization depends on the criteria of the performance of the workforce. The progress that is
planned by the business is based on the involvement of the employees and the motivation that
helps in enhancing the performance of the employees and the business at large. The different
functions that are undertaken by the organization are based on performance of the employees,

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which is characterized by the understanding of the needs of the same. The fulfillment of the
needs of the employees helps in facilitating the job satisfaction among the employees.
Therefore, the organizations must take steps to motivate the employees and empower the same
for facilitating the improvements.

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