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Managing Employee Relations in Global

   

Added on  2020-05-28

7 Pages1676 Words50 Views
Leadership ManagementLanguages and Culture
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MANAGING EMPLOYEERELATIONS IN GLOBALCONTEXT
Managing Employee Relations in Global_1

1ContentsINTRODUCTION.....................................................................................................................................2Area in which IHRM faces problems and recommendations.............................................................2Conclusion.............................................................................................................................................5REFERENCES..........................................................................................................................................6
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2INTRODUCTIONIn the modern day business environment there are many kinds of challenges are facedby the HRM. These challenges increase in case of multinational firms as they need to adaptthe working culture of the two nations (International HRM Considerations, 2018). It isessential that firm manages its most valuable resources i.e. human resource in a better way sothat their efficiency does not come down. Singapore and Malaysia are two distinct countrieshaving different working culture. In Indonesia collectivism has been highly encouraged whileSingapore is more individualistic. This report highlights the challenges that are faced byHRM when eu yan sang moves from Singapore to Indonesia. It also showcases the steps thatare taken by the IHRM for dealing and managing staffs that they employee in Indonesia.Area in which IHRM faces problems and recommendationsThere are many kinds of challenges that come in front of IHRM in an organisation. Afirm needs to face all these so as to continue their business appropriately while they shiftfrom one country to another having a very different kind of working culture. Managing cultural shift: A company always has a working culture at their workplaceand most of the time it is derived by the culture that is prevalent in the country(Cascio, 2012). Moving from Singapore to Indonesia there was a serious problem.Singapore has a culture where employees were working in individual manner while inIndonesia employees are suggested to work in a group.Recommendation: Simulation training can be beneficial for the employees as it willhelp them in adopting collectivism working culture as well as it will help them inadjusting to the workload given to each worker.Employing new kind of employees: The staffs that will be recruited in Indonesia arehabituated to work in a group while the eu yan sang has been following individualisticwork culture hence firm needs to train their old staffs also (International HRMConsiderations, 2018).Recommendation: An efficient graduate plan needs to be made by the manager sothat company can easily employee new kinds of talents that are present in indonesia.Workload distribution: Since in Indonesia people are trained to be work in collectivemanner hence they generally distribute their workload. On the other hand employee
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