SGHRM & DM Portfolio: Strategic Global HRM, Decision Making & Primark

This portfolio provides a critical evaluation of strategic global human resource management (SGHRM) practices within Primark, an Irish fast-fashion retailer. It examines the management of expatriates, focusing on organizational strategies to support their success, including pre-departure training, healthcare, and mental health support. Recommendations are made for improvement, such as enhancing social networks and compensation packages. The portfolio also analyzes diversity within Primark's organizational behavior, emphasizing the importance of managing a diverse workforce to enhance productivity and employee satisfaction. Recommendations include valuing employee contributions and avoiding discrimination. The analysis uses a holistic approach, connecting global HR practices with organizational strategies to achieve efficiency and effectiveness. The portfolio concludes with a personal reflection on the learning experience. Desklib offers access to similar solved assignments and resources for students.

Strategic global HRM &
Decision making
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INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
Managing expatriates in relation to........................................................................................4
TASK 2............................................................................................................................................4
Diversity in an organisational behaviour topic.......................................................................4
TASK 3............................................................................................................................................4
Holistic approach analysis of task one & two..................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5
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INTRODUCTION
Human resource management is defined as a practice in which HR manager engage in the
process of recruiting, hiring, deploying, and managing employees within organisation. The main
purpose behind this is to enhance overall productivity of organisation and significantly optimise
employee’s effectiveness (Asio, 2021). Human resource management is one of the most
important aspect for any company irrespective of its size and scope as it helps organisation to
fulfil business needs and provide effective support to employees by managing their needs and
requirements. Strategic global HRM consider the needs and requirements of all the employees in
all the countries around the globe in which organisation operates its functioning. In the process
of strategic global human resource management HR manager understand the concern of
employees on international platform and undertake strategic and cross culture decisions while
considering global talent, trends etc.
Present report is conducted on Primark which is operating its business functioning as an
Irish fast fashion retailer and headquartered in Dublin, Ireland. This organisation is operating its
functioning in retail industrial sector and was founded in the year 1969. Company offers wide
range of products and services to consumers and different locations as United Kingdom, Poland,
Germany, France, Portugal, Spain, United States etc with more than 80,000 employees. This
makes organisation to understand the importance of strategic global HRM and undertake
decisions accordingly to ensure long-term growth and development in industry. Present report is
inclusive of critical evaluation of global HR practice, global HR policy and evaluation of holistic
approach of strategic Global HRM with certain recommendation.
TASK 1
Managing expatriates in relation to
Human resources management is a process in which HR manager engage in the function of
managing employees by understanding their needs and demands. In context with expatriates
Human Resource Management, in this process human resource manager have responsibility to
manage overseas work assignment (Bader and Reade, 2021). In this they are required to manage
employees work abroad on long term assignments. For Primark HR manager with help of
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maintaining and helping expatriates in order to support them in setting new life overseas can
assure success and can also retain strong talent within organisation for a longer period of time
(Benuyenah, 2021). Primark conduct the business operations on international scales in which
company receive aggressive competition from other rivals from many international platforms. In
this to ensure success on international objectives leaders and managers of company keeps on
sending employees to work abroad for strategic or operational reason (Primark’s international
expansion strategy pays off. 2020). This is now becoming a normal practice in today's business
environment. In this human resource department is efficiently required to manage expatriates
lives of these, as negligence of this will affect overall goal and objective of company and can
affect company’s international brand value.
To manage expatriates human resource manager can take use of Pre-departure training as
an organisational strategy which is basically a comprehensive orientation programme for
expatriates. This will significantly help in enhancing the chance of success. In this pre-departure
training human resource manager must considered that employee get aware of the culture of new
place situation of each employee along with some general studies related to language, culture,
safety and security and family life including choosing school of children (Berrey, 2021). This
support will effectively in enhance resource manager effectiveness of Primark in managing
expatriates.
Organisational strategies
Human resource manager of respective organisation can also take advantage of providing
Healthcare support to workers those who are subjected to work on international projects. In this
by providing access to quality health care company can maintain health and wellbeing of not
only employees but also for their families. In terms with Primark manager by selecting
international health insurance group plan and providing protection and assistance that an
employers need which is an effective organisational strategy can manage expatriates.
Expatriates’ mental health play’s essential role along with physical health when they are
subjected to work abroad. In this moving, setting and starting a new role in foreign country may
significantly enhance and stress within employees which can further led towards depression and
any other issue (Carrillo Arciniega, 2021). In this by providing professional support with an
expert assistance program human resource manager of Primark can successfully manage them in
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a well-defined and effective manner. In today's global economy it is essential for an organisation
especially those who are performing on international platform to have a work force which is
significantly fluent it is essential to ensure competitiveness in industry. As Primark face fierce
competition from other rivals which makes respective organisation to send professional abroad in
order to enhance the success on the international assignments which require proper support of
human resource department, as in this HR manager plays essential role by providing mental as
well as physical support to expatriate’s employees. In this it is important for human resource
manager of Primark to conduct the process of selection by using a global mindset in employees
by developing certain personal attributes. In this during the selection of employee’s human
resource manager must ensure that candidates have some necessary trade like confidence and
self-reliance, flexibility and problem-solving skills, tolerance and interpersonal skill and skill set
handling and initiating skill (Cornacchia, 2021). This will help leaders and managers to send a
competitive employee on international assignments
Thus, from the eventual analysis it has been identified and managing expatriates is an
important process especially for companies who are completing an international platform. In this
with an organisational strategy human resource manager with the help of providing secure visas,
preparing expatriates for the assignment by considering safety and security measures, providing
support to expatriates in taking care of families and children, providing support in handling
competitive task such as currency exchange and split payrolls, compensation and offering
suggestion in housing will effectively help expatriates employees (Egan, 2021). This will directly
impact of an organisation which helps them to enhance competitiveness on international
platform. In addition to this, it has been evaluated that Primark manage expatriates with the help
of organisational communication which helps in managing employees in a well define and
effective manner. Furthermore, it has been underlined that Primark also provide competitive pay
rate, take care of employee sickness, provide maternity pay and many more.
Efficiency and effective management of people
Managing expatriates is the most important global HR practices which have direct and indirect
impact on efficiency and effective of organisation and individual working. To provide proper
mental as well as physical support human resource manager of Primark can enhance efficiency
and effectiveness of management of people (Identifying and understanding that how human resource
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management plays an important role in Primark plc employee excellence. 2012). In this with the help of
assuring security and safety of expatriate’s employees, having effective global communication
plan which will help expatriates to feel connected, offering proper support in housing decision,
providing compensation, offering access to quality healthcare and other ongoing support will
significantly help HR manager to manage expatriate (Egan, 2021). These organisational
strategies will effectively allow company to manage expatriates to assure success. With the help
of these strategies company can also measure significant increase in the confidence moral and
loyalty among individuals those who are working on international assignment
Recommendations for improvement
 It has been identified that comparatively to other rivals in industry human resource
manager and company offer less facilities and support to expatriate employees. In this it
is recommended to Primark HR manager of company to provide a social network as it is
strongly associated to expatriate success. Human resource manager of company is
recommended to arrange formal introductions to colleagues or employees who on an
assignment, encourage employees to take use of social media in order to significantly
build relationship with colleagues, make employees aware about other country culture
language, provide them and family quality health care support to manage physical and
mental stress, and offer safety and secure. This will help them to manage expatriate
employees on international assignment in a well-defined and effective manner
 Human resource manager of company is also recommended to implement competitive
compensation packages for expatriate employees and take care of the safety is security.
This will significantly help company to manage people on international platforms in
effective way.
TASK 2
Diversity in an organisational behaviour topic-
A disciplinary procedure is mainly use by an organisation to address workers performance
or conduct. While in terms with grievance procedure it is mainly undertaken to deal with
complain or problem which an employee raise (Fan & Kashima, 2021). It is important for all the
organisations to understand the importance of grievance handling and disciplinary action process
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in management, as negligence of this system will increase dis-satisfaction among employees
which will further led towards number of issues and harmful effects on both employers and
workers productivity. With the help of grievance system organisation can undertake corrective
actions in an effective manner and can prevent more serious dispute that can affect overall
organisational climate and trust between employer and employee. For Primark it is important for
them to have a strong grievance and disciplinary management procedure. Primark is operating its
business operations in number of countries with their large base of employees (Priya, 2021). In
this diversity plays important role which can have positive and negative impact upon overall
productivity and performance of organisation. It is one of the most important global HR policies.
In which human resource manager of respective company is needed to implement effective
strategies and measures to manage diversify workforce of company. Diversity is defined as a
variety of differences among individual within an organisational workplace premises. Diversity
at workplace culture have employees from different race, age, background, gender, nationality,
culture etc. In addition to this it has been identified that diversity in an organisational workplace
premises significantly enhance organisation overall effectiveness and efficiency on simultaneous
basis. Workers from different nations and culture bring different skills and ideas which helps
organisation in enhancing innovation and help them to understand consumer base from diversify
background. Primark is an Irish fast fashion retailer and offer its services in number of countries
around the globe with large base of workplace structure (Fu & Charoensukmongkol, 2021). In
this company HR manager is required to manage diversity in workplace and provide a culture in
which individual from different physical abilities, ethnicity, age, race, gender, religion, and any
other demographics get treated in same or equal pay. For Primark diversity plays important role
as it helps organisations to enhance employees and satisfaction which helps in enhancing overall
productivity and performance of company. Workplace diversity mainly termed as acceptance as
well as inclusion of employees belong from different background. By acknowledging individuals
from different nation age or any other demographics Primark manager can enhance employee
satisfaction (Groeneveld & Meier, 2021). Negligence of managing diversity will lead Primark to
face number of issues such as conflicts and negative organisation culture and climate which have
tendency to affect overall productivity and profitability of a company. Along with is it will also
led organisation to face decrease in consumer satisfaction level which affects overall revenue
generation capacity of company.
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Recommendations on how to influence behaviours of employees
 It is one of the most important concern for an organisation especially for those who are
operating business operations on number of international platforms with wide number of
employees globally.
 In this if HR manager of organisation neglects management of diversity in organisational
workplace culture, then it will directly impact upon organisational behaviour in terms of
conflicts and organisational culture and climate which will affect performance of both
employer and employee simultaneously.
 It is recommended to human resource manager of Primark to highly value each employee
role and contribution without discriminating them on any grounds and demographics.
Human resource manager is also recommended to ensure implement all the policies and
procedures to protect employee rights and make sure that organisation stay compliant
with the regulation of government, as negligence of this will led organisation to face
many challenges such as increase in conflicts. Human resource manager is also
recommended to take feedbacks and suggestion from employees about the diversity
policies that has been implemented by company.
 Primark manager is also recommended to have diverse workplace with zero tolerance
policy in which jokes about gender identity sexual orientation and relations will be
strictly restricted. Company is required to ensure that employees feel safe in reporting
any such incidents or inappropriate behaviour as it will enhance transparency of
organisation on international platform.
 To influence behaviour of employees Primark is required to encourage employees to
work in a diverse group (Wessendorf & Paolella, 2021). This will significantly help them
to know and value other individual and helps in breaking down cultural misunderstanding
and preconceived notions.
 Behaviour of employees can be efficiently influence with the help of taking constructive
feedback and performance review. In this it is recommended to Primark to implement
practice of providing both feedback and coaching to employees in which they can
evaluate the barrier of employee success. In this human resource manager can encourage
employees to work in diverse group and make them aware about different culture. This
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will not only help in achieving harmony but also help employees to treat consumers of
different backgrounds in a well-defined and effective manner.
Thus, from the above analysis it has been identified that diversity plays essential role for any
organisation as this will help them to manage employees from different backgrounds religion,
gender, age, ethnicity, and other demographics in effective manner (Hermans and Ulrich 2021).
With the help of managing diversity organisation like Primark who are offering services to
international consumers can influence behaviour of employees. In this they can not only enhance
satisfaction among employees but can also maintain harmony which will led towards better level
of consumer satisfaction. Negligence of managing diversity will affect global HR policy of v in
terms of increase in conflicts and grievances which will directly affect CSR policy of company.
This makes management of diversity in organisational workplace essential for prime mark which
will significantly help them to influence behaviour of employees through which they can also
ensure long-term growth and sustainability (Tahir, 2021). Thus, from the above discussion it has
been evaluated that with the help of adhering mentioned below recommendation Primark can
manage diversity and can further ensure a high level of consumer satisfaction which will also let
them to influence employee’s behaviour in a positive direction. This will allow organisation to
maximize overall performance and productivity of employees efficiently.
TASK 3
Holistic approach analysis of task one & two
To manage employees on national and international platform it is essential for an HR
manager to take holistic approach to engage with workers as a person. This will significantly
allow human resource department to develop a practice and process that helps in supporting and
enabling employees to organise their work and manage without engaging in the issues like
conflicts. It has been evaluated that global strategic human resource management is defined as an
umbrella which ensure of all the aspects of organisations such as talent management, payroll
process, operating on a global scale (Srikant, Pichler & Shafiq, 2021). Holistic approach is
defined as a level of society and environment which showcase that human resource management
procedure takes place within the context of external and internal environment of organisation.
Holistic based approach is mainly inclusive of social, economic, political, ecological, and
cultural aspects. Primark is operating is role and responsibilities on different international
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platforms around the globe. In this human resource manager of company is required to
implement effective strategies to manage employees by reducing complexities on international
market (Schotter, Meyer & Wood, 2021). It is essential for an organisation to emphasize on CSR
practices and engage with employees in a well-defined and effective manner
The analysis of part 1 and 2 identified that managing expatriate is one of the most
important function especially for those organisations who deals with number of consumers on
international platform. It is it is essential to support and manage employees those who works on
international assignment. It is the most important tool of global performance management in
which human resource manager is required to provide proper support in terms of physical and
mental aspects to expatriate is operating on competitive business environment, in which it is
essential to manage employees to enhance efficiency and effectiveness. Management of
expatriate is an important organisational strategy which helps HR manager to maximize growth
and success of organisation on international scale (Nóbrega & Felix, 2021). Furthermore, it has
been identified that working on a global platform enhance importance of diversity for
organisation. To serve consumers from all around the world diversity plays a crucial role through
which human resource manager can manage organisational behaviour of employees. Negligence
of embracing diversity will lead company to face several grievances which can decrease
effectiveness of the CSR practices and increase complexities with an organisation which lead
towards the satisfaction on employees (Pasadame & Niu, 2021). In this to influence employee’s
behaviour as a global HR policy inclusion of diversity plays essential role which will help human
resource manager to make improvement company competition growth.
Recommendations on improvements
 Resource manager of respective organisation is recommended to emphasize upon the
importance of employee motivation and engagement. In this financial factor plays
important role through with significant increase in motivation and overall job satisfaction
of employees can be measured. In this by offering competitive pay base in industry with
incentives and benefits will allow human resource manager to manage people
 Human resource manager is needed analyse cultural, political, economic, social, and
ecological aspect to provide proper support to expatriate employees. Along with this
human resource manager is also recommended to provide compensation safety and
security benefits. In this human resource manager of respective company is required to
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establish base salaries for expatriates to split payment of the salary between the host
country and the home countries currency. Due to fluctuations in economic and political
environment the percentage of home currency to host countries keeps on changing (Kour
& Jyoti, 2021). In this to efficiently safeguard wild currency fluctuation HR manager is
recommended to handle expatriate taxes and provide them suggestion on tax
reimbursement. With the help of this company can provide proper support and can
manage people which is important aspect of strategic global HRM policy.
 It is also recommended to Primark human resource manager to consider certain financial
issues like fluctuation in currency rate of taxation in host country, to provide advice and
support to its employees. It will significantly help employees to work in a stress-free
environment which significantly enhances overall success rate of international
assignment.
Thus, from the analysis it has been identified that Isa global HRM strategy approach plays
important role in which it is essential for human resource manager to critically analyse
economic, ecological, political, social, and cultural aspects of host countries. This significantly
facilitate them to provide efficient support to improvise by considering financial issues like
fluctuation in currency on international platform (Koellen, 2021). This will allow human
resource manager to implement strategies to provide financial assistance to employees. This will
significantly help company to achieve global growth and success while managing employees
needs and demands in a well define an effective manner.
CONCLUSION
From the above-mentioned report, it has been concluded that strategic human resource
management acts as foundation of any business organisation as it helps in managing employees
which assist organisation to get efficient result. With the implication of strategic global HRM
human resource manager can manage employees on different international platforms efficiently
and can ensure long-term growth and development in industry. From this report has been
identified that it is important for human resource manager to help employees in settling down to
other countries, in this HR manager is required to provide proper support such as pre-departure
training, ongoing support, health care, help in building social network to employees in order to
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treat them and manage international employees in effective way. Furthermore, it has been
evaluated that diversity plays most important role for organisation to manage employees on
international platform. In this with the help of employee engagement, managing conflict, making
workplace aware about different culture a positive workplace environment can be created which
helps in managing employees in efficient manner. It is also important to take care of financial
needs of employees and provide them monetary rewards this will help organisation to stay
competitive and global environment.
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