Human Resource Management Case Study 2022

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the student
Name of the university
Author note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
1.0 Company profile........................................................................................................................2
2.0 Section One................................................................................................................................2
2.1 Job description.......................................................................................................................2
2.2 Behavioral interview question...............................................................................................4
2.2 Article for recruitment...........................................................................................................6
3.0 Section Two...............................................................................................................................6
3.1 Induction and orientation activities.......................................................................................6
3.2 Managing cultural differences...............................................................................................8
4.0 Section Three.............................................................................................................................8
4.1 Performance management.....................................................................................................8
4.2 Potential error in the process.................................................................................................9
5.0 Section Four...............................................................................................................................9
5.1 Repatriation............................................................................................................................9
5.2 Potential issues in repatriation process..................................................................................9
Reference.......................................................................................................................................11

2HUMAN RESOURCE MANAGEMENT
1.0 Company profile
Selected company: Huawei technologies
Location: China
Huawei technologies are based in China and are specialized in telecommunication
technologies including both hardware and software and consumer equipments. Their headquarter
is located in Shenzhen in China. They are founded in 1987 and witnessed a drastic business
fortune in the recent time. Since the time they forayed in the smartphone manufacturing business,
Huawei became one of the top most companies or brands in the world. According to the current
market data, Huawei is the second largest producer of smartphones in the world in terms of sales
volume. This denotes the meteoric rise of them in the recent time and it is also reported that
Huawei is currently present in more than 170 countries (huawei.com, 2019). However, it should
be noted that the major market share of Huawei is in the Asian region and not having deep
market penetration across the world. Moreover, the recent issues of Huawei with the government
of the United States regarding the security factors also hampered their brand equity and market
share. Thus, they are planning to enter in the western countries from the scratch and willing to
restructure their organizational factors accordingly. This will help them to gain the global market
leadership in the smartphones sector.
2.0 Section One
2.1 Job description
Position: Product development manager
Location: Hamilton, New Zealand
Reporting person: operation manager (Production)
Purpose of the position
The core responsibility of the product development manager is to coordinate between the
different stakeholders in the production process. This refers to the fact that there are different
resources and stakeholders involved in the production process and it is the responsibility of the

3HUMAN RESOURCE MANAGEMENT
product development manager to create the coordination among them to ensure the maximum
performance and effectiveness. Moreover, the purpose of the product development manager will
also be to initiate the change process in the new product development process accordingly to the
business and market needs. In this case, the product development manager should have the
proper technical and technological knowledge to initiate the change.
Functional relationship
Product development manager will be responsible in managing the relationship between
the operation department and head, marketing department and head and quality control
department. Proper relationship and networking between the product development manager and
these stakeholders will ensure the best possible product development process.
Authorities
The product development manager is authorized for initiating the decision making
process in the change plan in the department. He will be able design the structure and resource
allocation according to the need in the change process. Thus, the product development manager
will be authorized for controlling the involved stakeholders and resources in the department. In
addition, he will also be authorized for persuading the finance head about the allocation of fund
in the product development process. This refers to the fact that funding and investment will be
required in any development process and the product development manager will be authorized to
ask for the required funding directly from the finance department. Lastly, in terms of the human
resource management, product development manager will be authorized to manage and motivate
the involved stakeholders by means of reward and punishments (Pato, 2013).
Key performance areas
Key result area Performance standard Control information
Ensuring the maximum
outcome from the involved
stakeholders
Measurement of the
performance of the
stakeholders before and after
the change in the production
department
Employees will be
interviewed and reviewed
periodically to determine the
changes in their performance