Analyzing HRM in Global Business: Performance Management at Nokia

This report provides an analysis of Human Resource Management (HRM) practices within Nokia, a global mobile phone and network services company. It examines the impact of host country rules and regulations on Nokia's HR practices, focusing on performance management techniques used in Finland and the United Kingdom. The report compares performance management approaches, including personal development plans, employee empowerment, regular performance reviews, peer feedback, and management by objectives. Furthermore, it identifies potential future issues in managing staff, such as communication barriers, attracting top talent, and fostering a culture of continuous learning, offering recommendations to address these challenges. The report concludes by emphasizing the need for adaptable HRM strategies that align with local contexts while maintaining overall organizational goals.

HRM IN GLOBAL BUSINESS ENVIRONMENT

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
Brief introduction of your chosen organisation and the reasons behind selecting the organisation
and where the organisation operates internationally........................................................................3
Impact of rules and regulation of the host country on HR practices of your respective
organisation......................................................................................................................................3
Performance management techniques used in Nokia......................................................................4
Issues that may arise in managing staff...........................................................................................6
Recommendations............................................................................................................................7
CONCLUSION....................................................................................................................................7
REFERENCES ....................................................................................................................................8

INTRODUCTION
Performance management is a systematic framework which is used by an organisation in
order to monitor and manage the employees work which they have initiated in their organisation.
The main aim of performance management department is to create a positive environment which
can assist their employees to give the best work performance in their specific work area. Through
this an organisation can build the product and services of high quality. Furthermore the chosen
organisation in this report is Nokia which is one of the most valuable mobile manufacturing brand
present across the globe. This below mentioned report assessment will be an evaluation of human
resource management practices organised and regulated in respective business organisation. Later
on, the impact of rules and regulations which is made by the company Nokia on various other
countries will be a part of this report. Performance management techniques which is Adopted by
Nokia will also a part of this report. (Bratton, and et. al., 2021).
MAIN BODY
Brief introduction of your chosen organisation and the reasons behind selecting the organisation and
where the organisation operates internationally.
Nokia mobile phone and network services is worlds most preferred and desired operating
system produced by respective organisation. They have the speciality in many field such as
multinational telecommunication, information technology and consumer electronics product which
they offers to their customer base present in the whole world. The headquarter of this company is
located in Finland. It is founded in the year 1865. They are one of the leading brand in their
respective market industry. In their organisation almost 87,927 employees are working. They have
divided their company into divisions such as Nokia networks and Nokia technologies. They have
expanded their market share and business operation after collaborating with the big multinational
company Microsoft. The company of Nokia has also deals in various countries such as Russia,
China and many other countries present across the globe. They are the leading telecommunication
service provider present in this countries (Nokia Corporation,2022).
Impact of rules and regulation of the host country on HR practices of your respective
organisation.
Nokia is a multinational company engaged in development of computer software, Personal
computers, and other electronic accessories. Moreover, Nokia is worlds most preferred and desired
operating system produced by respective organisation. In command to set up and regularize
efficient HR pattern in an organisation, various companies required to be abide by rules and
regulations impact upon these practices. The special purpose and aim of introduction of these rules

and regulations lies in protecting the interest of employer as well as employees from unethical and
unauthorised practices. For instance, rules and regulations introduced by government authorities is
dissimilar in every economic nation according to particular scenario of that specific country. In
addition to that, neglecting these rules and regulations could result in being a serious threat for
respective company in carrying out operations and activities (Stone, Cox, and Gavin, 2020).
Rules and regulations affecting HR practice
Political Factors
 Adequate Documentation: Representatives engaged in workforce of Nokia findland must
have sufficient or adequate documentation in order to serve people in society. It includes
mobile number, and many more personal details. Furthermore, lack of these documentation
could result in being a issue in completion of assigned task.
Economical Factors
 Employment Generation: Establishment of respective organisation resulted in being a
major opportunity for people with generation of enormous amount of employment
opportunities. For instance, it includes various job roles including call centre services,
administration job positions, marketing activities, etc.
Social Factors
Creative and innovative business idea: In order to implement an effective business into
reality, it requires appropriate and skilled workforce which is recruited by an HR manager in a
business organisation. Therefore, HR plays a crucial role in being a positive aspect in attaining a
influencing social factor.
Technological Factors
Extended use of smart phone and internet penetration: The business operations and
activities carried out by respective organisation in order to serve customers in society are facilitated
with increasing use of smart phone and internet penetration. For instance, preference of people are
doing almost everything such as classes, business etc. with their smartphones as it requires
minimum efforts and consumes least amount of time.
Environment Factor:-
UV Rays- These are the negative rays which creates from the mobile network tower which
can badly affects the natural resources present in their region. In case of Nokia, they are using
various tools and techniques which can help them to reduce these kind of rays from their tower.

Legal Factors
The industrial employment Act: This particular act or employment legislation requires
submission of a formal proposal or documents to the defined government authority, which defines
employment and working conditions under that particular business organisation. For instance,
Nokia is required to be abide by this particular employment legislation in order to ensure smooth
functioning of the business or else it could lead to legal actions against company.
Critically analyse the existing performance management techniques used by the organisation
in one of the host countries and how it differs from the country of their origin.
Performance management is determined as process organised and regulated in a business
organisation in order to manage and improvise performance of employees in workplace. For
instance, it is comprised of strategies and techniques which facilitates in comparison and
enhancement of performance of employees in carrying out operations and activities of employees in
a workplace. Furthermore, it contributes various values towards achievement of determined goals
and objectives of business with efficient completion of operations and activities.
Performance management is a organisational plan which plays a crucial role in ensuring
efficient completion of operations and activities of respective organisation. For instance, it directly
results in development of workforce which further influences completion of desired tasks and
activities in an efficient manner. Though, activities and approaches of performance management
process is quite different in different economic nations, but all of them are oriented towards
achievement of organisational goals and objectives.
Nokia Finland Nokia united kingdom
Personal
Development
plans for
employees
Nokia takes various steps to improvise
the performance of the workforce by
developing personal development
plans for respective individuals and
customizing them as per the needs and
specialization of the employee. In
context to Nokia, the higher authorities
of the management enhance and guide
their employees in order to get the best
working performance in their
respective work area.
Moreover, in case of United Kingdom the
company do not customize the PPD plan
for employees. The company only
develop an overall plan for all the
employees for improving their
performance and productivity (Nokia
New Strategy, 2020).

Providing
employees in
sense of
empowerment
As discussed above, the administration
of Nokia Finland always try to
improve and enhance the employees
knowledge by conducting various
workshops and training programs. the
management of this company make
use of this technique by motivating
employees for providing constructive
feedback to one-another for effective
performance and productive result.
Whereas, the management of Nokia
United kingdom also provide proper
knowledge to their employees according
to the modern techniques and methods.
Regular
performance
reviews
In addition to that the Nokia Finland, it
results in providing knowledge of
areas for improvement of workforce in
carrying out operations and activities
in workplace. They are conducting
various workshops and training
program to increase the knowledge of
their employees regarding their
specific field.
Whereas, the organisation present in the
united kingdom also record the
performance of their employees which
can encourage and motivate them to do
more work. For instance, the
management of Nokia United Kingdom
generally considered this techniques in
every business unit of their firm on a
constant or regular basis.
Peer reviews
or Feedback
This is a technique which enable the
interaction of people with one another
as it includes involvement of
workforce for providing peer review
feedbacks according to the
performance of respective individuals
Whereas, the management of UK also
provide feedback and review according
to the work done by their employees.
Utilise
feedback
In certain situations within the
organisation some employees do not
perform as per the expected standards.
In this form of scenario management
of Nokia Finland make use of
feedback techniques to improve the
performance of people by
implementing additional efforts for
understanding the problems behind
In context of Nokia United Kingdom,
the company put effectual strategies in
identifying the problems of their people
by gathering feedbacks and assuring
employees to resolve them in o0rder to
keep them motivated and improve their
performance standards (Stewart, and
Brown, 2019).

lack of performance of employees and
to allocate necessary measures of
improvement.
Management
by objectives:
In addition to that, it assist the
management of Nokia Finland to attain
best working performance from their
employees which will help them to
achieve that set goals and aims. This is
strategic tool and method which helps
an organisation to clearly identify their
organisational aims and target as well
as appropriate approach and tricks to
accomplish these goals and missions.
Furthermore the management of UK
includes this comparison technique of
actual performance of employees with
determined performance in carrying out
operations and activities in workplace.
From the above comparison it has been summarizes that, the administration of Nokia has
developed various methodologies and techniques according the conditions or situation of the
various countries where they are operating their business operation. In this report, the comparison
between the management of Nokia Finland and Nokia United Kingdom regarding their employees
performance management. Both of the countries have different geographical status that's why the
management of the company has to develop appropriate or specific rules and regulations which are
best suited for the running of the business effectively and efficiently (Nokia New Strategy, 2020).
Identify and discuss the future issues which may arise in managing staff in the host country,
providing specific and evidence-based recommendations to tackle those issues.
Communication and Language issues: Nokia was originated in Finland and it is headquartered
there, a major issue the company and its management is facing while dealing with staff members in
the United Kingdom is of communicating with them and understanding their needs. Every place has
different individuals with unique skills and needs which are expected by people to be fulfilled while
working within a workplace. For attaining the same, management of Nokia needs to understand the
requirements of their people in the UK and offer them the best of their expectations. Hence,
understanding workforce expectations and communicating with them is the key challenge which the
company faces while working in the host country and leading a successful entity.
Attracting top and eligible talent: In order to maintain quality of products and services
offered by respective organization, there is a huge requirement of eligible and skilled

workforce in carrying out operations and activities. This a huge issue for Nokia while
expansions and for working in the United Kingdom for maintaining effective staff and
gather talent within the firm. The company has less knowledge of the host country that is
UK and the employment trends. Hence, this is barrier or a challenge the company faces
while working in UK and managing staff members.
Inability in Nurturing a culture of Continuous Learning: This is a key aspect for a
company and plays a crucial role in ensuring growth and development of respective
organization. For Nokia as well, continuous learning is the key to ensure consistent growth.
This factor is an also a key issue for the company to manage while working in the UK as
lack of market knowledge and inefficient approach towards organizing staff member and
training them will lead to barrier in their development and continuous growth of skills
amongst the people.
Recommendations
 Efficient
strategies to
attract skilled
and eligible
talent
In order to maintain higher market position with quality products and
services, there is a need for improvisation of strategies in order to
attract skilled and eligible candidates for vacant job positions.
Moreover, it will allow Nokia in ensuring efficient completion of
business operations and activities in order to achieve organisational
goals and objectives. In addition to that, highly skilled employees
engaged in workplace promotes efficiency and productivity in working
environment which directly facilitates in completion of operations and
activities in desired manner.
 Ensuring
continuous
learning in
working
environment
Learning procedure plays a major role in personal development of
worker in an organisation by cater them information and knowledge of
higher extent. For instance, no individual can ever be perfect and lacks
in some or the other area with scope of development. In context to
Nokia, they have developed various training programs for their
employees (Torrington and et. al., 2020).
CONCLUSION
From the above report it has been concluded that, HRM is one of the most important
department which has to developed by every organisation in order to successfully run their business
operations. IN context to Nokia, they should hire the skilled labour in their workforce which can

help them to accomplish the companies set goals and aims. Later on, the impact of HRM on Nokia
has been included in this report. Various performance management techniques has been used by
Nokia which helps them to successfully manage their workers in order to get best working
performance. The management of Nokia has also implement different performance management in
United kingdom in order to run their business operation smoothly and fluently. At last, some
recommendation according to the issues related to the company Nokia has been a part of this report.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Bratton, and et. al., 2021. Human resource management. Bloomsbury Publishing.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation. Human
Kinetics.
Legge, K., 2020. Human resource management: Rhetorics and realities. Bloomsbury Publishing.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Torrington, and et. al., 2020. Human resource management. Pearson UK.
Online;
Nokia New Strategy, 2020[Online]Available
Through:<https://www.nokia.com/about-us/news/releases/2020/10/29/nokia-announces-
first-phase-of-its-new-strategy-changes-to-operating-model-and-group-leadership-team/>
Nokia Corporation,2022[Online]Available Through:<
https://www.referenceforbusiness.com/history2/35/Nokia-Corporation.html>