HRM Strategies for Organizational Change and Ethical Practices

This report delves into various aspects of Human Resource Management (HRM), starting with a case study on organizational change and the importance of employee involvement, highlighting the impact of a lack of communication and the benefits of mentoring programs. It then explores the challenges faced by an employee in a new work environment, emphasizing the negative impacts of abrupt changes and lack of training. Furthermore, the report provides a detailed analysis of expatriate compensation, including tax protection strategies and the benefits for both the employee and the company. The report concludes by discussing the role of HRM in fostering an ethical organizational culture, emphasizing the importance of ethical leadership, codes of conduct, and fair employment practices. The assignment covers topics such as organizational change, expatriate compensation, and ethical leadership within HRM.

Paper Title Goes Here 1
MASTER OF HUMAN RESOURCE MANAGEMENT
by Student’s Name
Code + Course Name
Professor’s Name
University Name
City, State
Date

Paper Title Goes Here 2
Insert automatically generated table of contents here or add it manually using “References” tab.
Table of Contents
I. Heading I..................................................................................................................................3
Heading Level II..........................................................................................................................3
II. Heading II.............................................................................................................................4
Heading Level II..........................................................................................................................4

Paper Title Goes Here 3
Master of Human Resource Management
Part 1
Marie is upset because she feels left out in the organizational change process. As one of
the employees, she is convinced that the organization has the responsibility to ensure that all
employees are involved in the change process. The employees need to know the purpose of the
change and how it will impact each and every employee. This ensures that everyone understands
his or her role in the change process. Essentially, creating a work environment in which all the
employees feel that they have the power to influence change is not only a positive move, but also
a tribute to an organization’s work culture. A culture of team work and collective responsibility
ensures that every organizational member owns the organization’s mission and vision.
However, having no voice in a major organizational change can significantly affect their
job roles and workflow can adversely affect their attitudes about the entire process. For instance,
some of the employees like Marie may feel that the management has made them to look like
children. As such, the only option would be to resent the change. In such a case, the organization
would have created something that employees will definitely push against. For instance, failure
to involve Marie in the change process has affected her negatively. She has just realized through
an employee that job roles have been reclassified, colleagues’ salaries have been increased, and
that some of the people who were her juniors are now above her. Instead of receiving formal
communications from the organization about the changes, as well as the purpose of the changes,
Marie learns about it from a friend through an informal chat. This has made her to feel extremely
left out in an important organizational process that is likely to affect her career progress.

Paper Title Goes Here 4
A possible solution to such a problem is a mentor program. This is because a mentor
plays a major role in enabling employees like Marie to formulate and commit to action plans for
making the organizational change work. This will enable the mentee to learn how to better take
charge of his or her career. Additionally, the mentor will teach the employees how to speak up
and have their voices heard and their key concerns addressed. As such, the mentor will play a
significant role in enabling the mentee to effectively understand the organizations culture and the
unspoken rules that are critical for success.
Mentoring will be sufficient in guiding the employees through the change process. This is
because the mentor will inform the employees about the purpose of the change, as well as how
the change will affect their career. Additionally, they will enable the employees to express their
concerns. This ensures that employees feel part of the change. When employees feel that they are
involved in the change, they will definitely support the effort to transform the organization.
Part 2
There are several issues that would have come had Marie been in Melbourne. Firstly,
Marie would not be in a position to be an effective team player because most of her juniors
would be ranks above her. This is because it is very hard to absorb the shock of having to report
to someone who was your junior. For instance, Marie would not be ready to learn from his
juniors who are occupying higher levels of responsibility in the organization. Additionally, the
abrupt changes would significantly affect the work environment and Marie productivity would
be impact negatively, unlike when she is away in Hanoi where she is not in contact with ost of
the colleagues directly.
Furthermore, Marie would feel that her career is threatened and that her skills are no
longer needed in the organizations, particularly when most of her juniors are several levels above

Paper Title Goes Here 5
her. Besides, the failure by the organization to allow her attend any of the trainings would really
deal her a blow. Marie would feel belittled, affecting her performance and attitude negatively.
Expat Salary
Basically, tax protection refers to an approach whereby the employee will not pay more
tax on assignment than they would have done in the home country. The approach can be used as
an incentive for assignees going to undertake assignments in low tax countries. Therefore, the tax
protection approach is important in the case of John because he will benefit from the
arrangement. It will be easy for the human resource officer to convince John to undertake the
assignment in Singapore given the potential benefits. The tax rate in Singapore is lower than that
in Australia. This implies that John will pocket the difference. In this particular case, John will
only pay S$37,500 instead of S$75,100 in taxes. This means that John will have more income to
spend in Singapore than when in Australia. This increase in income is a good incentive for
company employees being assigned overseas roles (Hunter & Lozada, 2015). Although the
organization will not benefit from the windfall, it will have motivated the employee in his
overseas assignment.
Based on the calculation of both Australian and Singapore packages, John and Margaret
may ask some critical questions. One of the questions could relate to the taxation figure on the
last box on the right. This is because it indicates taxation to be higher than that in Singapore. I
would explain to them that the figure is what will be set aside at home for taxation. However,
they will have to pay a lower tax in Singapore and keep the difference. As such, I will tell them
that they will only have to pay S$37,500. Additionally, they may ask about the increase in
spendable income figure in the last box on the right. I would explain to them that the figure is

Paper Title Goes Here 6
higher because food utilities and other expenses in Singapore are 20 percent less than in
Australia.
Part 2
There is no monetary benefit for the Singapore company hiring the expat. This is because
the company will still pay the initial tax the employee was paying in Australia. Based on the
table, the company will continue paying S$75,100 in tax for the expat despite of the fact that the
income tax in Singapore is lower. However, the company will stand to benefit from the high
level of expertise of the expat. As an experienced manager, John will be able to deliver the best
services to the company.
This implies that the Singapore company will only consider the expertise of the foreign
employee as one of the key motivation to hire an expat. Expats are generally preferred because
they are more familiar with the business and the working culture of the parent company. Thus,
they can assure the better job performance desired by the employer.

Paper Title Goes Here 7
References
Hunter, R.J.J. and Lozada, H.R., 2015. A primer on compensation, taxation, and bribery related
to the employment of expatriate employees: Pitfalls and opportunities. International
Journal of Business and Social Science, 6(2), pp.37-46.