Foxconn HRM Report: Analysis of Recruitment, Management, and Records

This report provides an in-depth analysis of Foxconn's Human Resource Management (HRM) practices. Task 1 focuses on Foxconn's recruitment policies, emphasizing trust, diversity, and adherence to labor laws. Task 2 examines the role and types of office forms used for data collection and management. Task 3 delves into Foxconn's information and record management systems, highlighting their advanced technologies and the controversial issue of employee suicides. The report emphasizes the need for improved communication and a focus on addressing worker complaints. The report references several academic sources to support its findings and recommendations, providing a comprehensive overview of Foxconn's HRM challenges and strategies.

Running head: BUSINESS ADMINISTRATION
BUSINESS ADMINISTRATION
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Task 1:
Foxconn, a Chinese international technology company is engaged is the manufacture
of different electronic products such as mobile phones, computers and other electronic
devices. It is the primary factory site of Apple iPhones and employs more than 1.2 million
people. With such a huge workforce, the company requires to maintain a very strong human
resource management policy, which looks after the different aspects such recruitment,
supervision, motivation and appraisal of the fellow employees (Brewster, Chung and Sparrow
2016). The organization claims to have a very positive environment and opportunistic
workplace culture for the employees. However, of late Foxconn’s human resource
management system has come under the critical fire of not providing its employees the
desired workplace environment, which has resulted in the suicide of one Mr Li Ming, in
January 2018.
The key HRM policies of Foxconn, regarding the recruitment policies constitute of
instilling trust, openness and collaboration among the new workers who require following
values of integrity and dignity. The HR management system of Foxconn, is focused on
creating a diverse workforce, where the workers are encouraged to develop their potentials
and participate in the different innovative activities of the company. Moreover, the company
follows a very strict code of ‘No Forces Labour’ and ‘No Child Labour’, which ensures that
the company does not exploit its workers for their own benefit (Schuler and Jackson 2014).
Foxconn’s recruitment policies do not believe in the discrimination of the workforce on the
basis of the identity, cultural background, nationality or political influence. This helps the
company to hire the best talents from the candidates and improve the workforce. Besides
these recruitment policies, the company also maintains a local hiring policy to contribute the
economy of the local communities (Nankervis et al. 2013). This helps the company to hire
almost 99% of the workforce from the Chinese population.

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According to the Foxconn HRM, the organization is committed to develop a positive
workforce in all its factories. The company provides customized salary and different
packages for the compensation of the workers according to the labour and production they
input (Chan, Pun and Selden 2013). The company is also determined to promote an active
living in the workplace, where the workers can get the opportunity to involve themselves in
different interactive activities. The company provides different facilities, such as libraries,
gymnasiums, restaurants and movie-theatres, which helps the workers to unwind and relax
between work hours.
Foxconn follows a very good appraisal process which helps in the annual assessment
of the workers according to their annual production output. The honorary events to praise and
motivate the performers help in building a positive imager of the company for the workers.
Moreover, Foxconn is also focused on maintaining the safety of its workers (Chan, Pun and
Selden 2013). Regular assessment of the working conditions and testing of the machinery are
done to ensure the safety of the workers. Moreover, regular training and development courses
are organised by the company to update the workers of the new technologies and safety
measures.
These aspects help in creating a healthy working environment and are the key
elements of the human resource management policy at Foxconn.

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Task 2:
The office forms serve a special purpose which is the collection of data. This data
collection further helps in the processing and sorting of the collected data in a systematic
manner. These data when collected is used for billing, making statistical data analysis,
quotations and tenders. These forms also help in the maintenance of the workflow and several
other human resource management policies in a workplace (Ananian and Bryan 2013). The
forms make it easy for the office to collect employee data easily without any hassle. It
reduces a lot of work on the part of the official works. The collected data are just needed to
be sorted according to the needs of the company.
A form is basically a printed paper in a questionnaire which requires to be filled along
with the required information and data. These forms act a device which helps the office in an
economically sustainable way to collect and store a lot of data (Stavenko, Kazantsev and
Gromoff 2013). It reduces the time for the collection and processing of the data and is an
essential part of maintaining the office procedure.
There are several other additional purposes of office forms which are primarily the
elimination of unnecessary data and filtering out only the required materials. Secondly, the
briefness and preciseness of the forms does not allow any scope for misinterpretation.
Thirdly, it saves much of the official works and makes the collection process easier.
There are different types of forms that are used in an office which are classified based
on the different operations that they cater to. Firstly, if the forms are categorized on the basis
of operations then the forms can be classified as purchase forms, application forms and
material forms. These forms primarily collect the data that are required during the operations
in a company. These data help in the determining of factors such as the purchase and sale of
the company (Van Der Aalst 2013). Secondly, if the forms are categorized on the basis of

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utility then there are two types of forms which are internal and external forms. The internal
forms are the used by the internal departments of the office for the use within the employees.
These forms help in the data collection of the employees for several purposes that are
required by the office. These forms include the report forms, transfer forms, requisition forms
and application forms. The external forms on the other hand are used for establishing contact
of the office with external factors such as the customers (Parsanezhad and Dimyadi 2013).
These external forms deal with the exchange and collection of external data and consist of
various forms such as purchase orders, feedback form, invoices and credit or debit notes.
Thirdly, if the forms are categorized on the use of copies, then there are two types of forms
known as the single copy form and the multiple copy form. The single copy forms are
complete forms which are used by one department in an office. However, if the forms serve
the purpose of multiple departments of the office then the several copies of the similar forms
are required. These are called the multiple copy forms.

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Task 3:
Foxconn, being the production factory of Apple and several other international
technology brands maintain a very advanced management system for the efficient
management of operations in the factories. With such a huge workforce, Foxconn uses some
of the state of the art information management system. All the information and the data
collected from the workers are secured in the efficient management system (Laudon and
Laudon 2016). This helps the company to take beter care of the workers, keeping in mind the
special requirements that they need for the secure and safe workplace to operate in.
Foxconn also uses a record management system which is responsible for the
transparent business management of the company. This includes several data classification
system and business management system (Semykina et al. 2018). It also involves the proper
regulation management system and training systems for the employees who are responsible
for the successful operations in the factories.
The record management system helps in the determination of the of the organized
management structure which helps to plan and organize the management system according to
the requirements of the data collected and planned accordingly. The record management
system also works on the basis of the document management system which helps the
organization to focus on the technical issues of the company and professionalize the
advanced organizational management (Arai 2017). The record management system helps in
the development of different pilot projects which are essential for determining the advancing
strategies of the company. The trial and error method used in the pilot projects are essential
for determining the appropriate strategies that the company requires to adopt in the long run.
The different processes that are involved in the record management are the advanced
business process management, management of matter, case management, the content analysis

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and management of the enterprise, scanning of activities and the management of web
contents. There are several professional organizations who are directly associated with the
maintenance of record management in the large scale organizations.
However, in spite all these advanced technologies, several suicide reports have been
reported at Foxconn, which makes it a very controversial workplace to work in. Employing
more than 1.2 million workers, it is essential for Foxconn to look into the development of
their internal facilities and identify the cause of the suicides. Several times, the workers have
expressed displeasure regarding the unbearable working conditions of the Foxconn factories.
Surely, there remains a communication gap between the workers and the management.
Foxconn should be focused on closing the communication gap by installing advanced
telecommunication technologies in the factories, so that the workers can easily reach out to
the management in case of any problems (Gholami, Taboun and Brennan 2014).
Furthermore, the company should always focus on prioritizing the complaints received from
the workers and work upon resolving them. The company can develop a task force that can
quickly act on the basis of the complaints and act quickly for the redressal.

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References:
Ananian, J.A. and Bryan, J.D., DIRECT RESPONSE MEDICINE LLC, 2013. Workflow
management system and method with workflow package exchange between drop-box
application programs. U.S. Patent 8,386,288.
Arai, K., 2017. TPM for the lean factory: Innovative methods and worksheets for equipment
management. Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Chan, J., Pun, N. and Selden, M., 2013. The politics of global production: A pple, F oxconn
and C hina's new working class. New Technology, Work and Employment, 28(2), pp.100-115.
Gholami, M., Taboun, M. and Brennan, R.W., 2014, October. Comparing alternative cluster
management approaches for mobile node tracking in a factory wireless sensor network. In
Systems, Man and Cybernetics (SMC), 2014 IEEE International Conference on (pp. 906-
911). IEEE.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education
India.
Nankervis, A.R., Cooke, F.L., Chatterjee, S.R. and Warner, M., 2013. New models of human
resource management in China and India. Routledge.
Parsanezhad, P. and Dimyadi, J., 2013. Effective facility management and operations via a
BIM-based integrated information system.
Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational
effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and
Performance, 1(1), pp.35-55.

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Semykina, A.S., Zagorodniy, N.A., Konev, A.A. and Duganova, E.V., 2018, May. Aspects of
transport system management within mining complex using information and
telecommunication systems. In Journal of Physics: Conference Series (Vol. 1015, No. 4, p.
042064). IOP Publishing.
Stavenko, Y., Kazantsev, N. and Gromoff, A., 2013. Business process model reasoning: from
workflow to case management. Procedia Technology, 9, pp.806-811.
Van Der Aalst, W.M., 2013. Business process management: a comprehensive survey. ISRN
Software Engineering, 2013.