Developing a Global HR Strategy: XTelCall Communications in Australia

This report provides a comprehensive analysis of a global HR strategy for XTelCall Communications, a Malaysian mobile services provider, as it establishes a subsidiary in Australia. The report begins with an introduction to XTelCall Communications, highlighting its innovative approach and strong financial performance. It then examines the differences between the parent country (Malaysia) and host country (Australia) internal environments, focusing on innovation, facilities, financial performance, promotions, and affiliations. The report delves into talent management, outlining the importance of identifying strategies, potentials, and improvement plans, as well as evaluating employee performance. Furthermore, the report discusses reward and compensation strategies, emphasizing the need for competitive salaries and benefits. Finally, the report proposes a global HR strategy that aligns with XTelCall Communications' overall business objectives, taking into account cultural differences and legal requirements in Australia. The analysis draws upon relevant academic literature and provides practical recommendations for XTelCall Communications to successfully manage its human resources in the Australian market. Desklib offers a wealth of similar solved assignments and past papers for students.

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. Introduction and background of the company...........................................................2
2. Parent vs. Host country internal environment............................................................3
3. Talent management....................................................................................................6
4. Reward and compensation.........................................................................................9
5. Global HR strategy...................................................................................................11
6. Conclusion................................................................................................................13
References....................................................................................................................15

2HUMAN RESOURCE MANAGEMENT
1. Introduction and background of the company
As opined by Albrecht et al. (2015), global HRM or global human resource
management mainly includes different aspects of an organization human resource based
functions that include talent management based processes, rewards and compensation and the
payroll of the employees as well. The human resource management based processes of
international organizations are considered to be important for their profitable operations in
various countries.
The multinational or international organizations thereby need to implement the right
types of HRM based software which can provide help to the employees in order to continue
their work process in various areas or countries. The most significant challenges that are
faced by the organizations in case of the proper development of global HRM mainly include,
people related issues and cultural issues (Ahammad et al. 2016).
XTelCall Communications or Digi.com is an organization that provides mobile
services in Malaysia. The largest shareholder of XTelCall Communications is Telenor ASA.
XTelCall had become the first telecommunication services providing organization which has
provided a digital cellular network in Malaysia. The GPRS(2.5G) or EDGE(2.75G) were first
provided by
XTelCall Communications in Malaysia. XTelCall has been able to provide huge amounts of
coverage in different parts of the country with the help of its wide network. XTelCall had
gained the 100th rank in the Forbes list based on World’s Most Innovative Companies in the
year 2014. Channel News Asia has also ranked XTelCall amongst the top three organizations
in Malaysia.
The report will be based on the ways by which XTelCall Communications can start its
operations in Australia. The differences that exist between the cultures of the two countries

3HUMAN RESOURCE MANAGEMENT
will be analysed in the report in detail. The different aspects that will be examined in the
report will include, talent management related activities, compensation and rewards and the
global human resource based strategy. The ways by which organizations have been able to
implement different strategies in the operations will be a major part of the analysis.
2. Parent vs. Host country internal environment
The five major aspects of XTelCall Communications in Malaysia are as follows,
As discussed by Bailey et al. (2018), innovation is the most significant aspect
of the operations of XTelCall Communications in Malaysia. Customer
expectation is considered to be a major part of the research and development
of the organization and XTelCall Communications has made huge investments
in the ways by which their satisfaction levels can be increased. XTelCall
Campus is a major innovation product of the organization in Malaysia. This
aspect of XTelCall Communications will be able to play a significant part in
the methods by which the company can develop new products and services
that can be offered to the customers in Australia. Customer relationship
development is considered to be a major part of the operations of
organizations in Australia (Banfield, Kay and Royles 2018).
According to Brannen, Piekkari and Tietze (2017), facilities of an organization
play a major role in the convenience that is provided to the customers.
XTelCall Communications considers its facilities to the major strength that is
able to help the company to maintain its position in the telecommunications
based industry. The organization aims at providing different types of facilities
to the customers in Malaysia in order maintain the loyal customer base. As
discussed by Brewster, Chung and Sparrow (2016), the facilities are developed

4HUMAN RESOURCE MANAGEMENT
by the organization in such a manner that is helpful for the development of a
competitive advantage in the industry. The facilities of XTelCall
Communications will be able to provide major support to the organization for
the development of the operations in Australia. The proper development of
facilities of the organization in Australia will be able to help XtelCall
Communications to perform the human resource management functions.
Financial performance – The capital that has been gained by XTelCall
Communications is based on the high levels of revenues and the profitability
of the organization. The organization is able to operate successfully in the
telecommunications industry with the help of strong financial backup that has
helped in providing the customers with best levels of services (Brewster et al.
2016). The financial performance and capital of the organization is important
for the ways by which XTelCall Communications can maintain its subsidiary
in a different country. The capital and financial back up of the country is
important for the operations of XTelCall Communications in Australia
(Collings, Scullion and Caligiuri 2018). The strong financial backup of
XTelCall Communications to recruit the employees in different organizational
operations in its Australian subsidiary.
Promotions – The promotional activities that are performed by an organization
are able to play a crucial part in the processes. The organizations are able to
reach the consumers within shorter periods of time with the help of proper
promotions (Collings, Wood and Szamosi 2018). As discussed by Deery and
Jago (2015), the advertising and promotion based programs have not been
developed effectively in order to increase the mindfulness of the products. The
levels of awareness based on different products can be increased with the

5HUMAN RESOURCE MANAGEMENT
promotions that can be done by the organization with the help of its website or
the traditional methods as well (Frynas and Mellahi 2015). XTelCall
Communications has however not been successful in the development of
proper promotional campaigns for the customers who are present in different
parts of Malaysia. Promotions of XTelCall Communications is important for
the development of the operations of the company in another part of the world.
The proper development of its subsidiary will be based on the effectiveness of
the promotional activities that are performed by the organization. XTelCall
Communications can develop an awareness built on the services and products
that can be offered in Australia. The consumers in Australia can be targeted by
the organization with the help of appropriate promotional activities of
XTelCall Communications (Donate and de Pablo 2015). Proper promotions
are considered to be important for the proper development of the subsidiary of
XTelCall Communications in Australia.
Affiliation – As discussed by Engert, Rauter and Baumgartner (2016), this is
considered to be another major aspect of the organization that has been able to
provide major growth opportunities to XTelCall Communications. The
relationships and mergers that have been developed by the organization are
considered to be the most significant part of the affiliations that have been
developed by XTelCall Communications. The affiliation that has been formed
by the company with Telenor has been able to play a crucial part in the
processes and revenue levels of the company. According to Frynas and
Mellahi (2015), XTelCall Communications has formed a leading position in
the telecommunications industry with the help of effective affiliation that has
been formed by Telenor in the industry. The business operations of XTelCall

6HUMAN RESOURCE MANAGEMENT
Communications are strengthened with the help of affiliations and
collaborations that have been formed with Telenor. The market position of the
organization in the telecommunications industry is based on the services and
products that have been developed by the company in the industry. The
affiliation that has been developed by XTelCall Communications with Telenor
is important for the development of its position in the telecommunications
based industry of Australia. The telecommunications industry in Australia will
be effectively targeted by the organization with the help of the affiliation or
collaboration (Gallardo-Gallardo et al. 2015). The proper collaboration of
XTelCall Communications with an Australian organization will help the
organization to develop the subsidiary in the country.
3. Talent management
As discussed by Guest (2017), talent management in an organization is considered to
be an integral and comprehensive process. The process is mainly based on different phases
that are related to the human resource planning based activities. The proper identification of
talent is important for the direction that has been developed by the firm. The major activities
that are a part of the talent management program mainly include, direction based on the
strategy of the organization, identification of the talent based strategy related to the direction
of the plan, determination of the fields that require effective levels of talents, determining,
attracting and integrating to the company and making an analysis of the labour based force.
The employment of right talent in effective positions is significant for the methods by
which the organization is able to operate with the support that is provided by the talented
employees. Talent management process is thereby based on different steps that are

7HUMAN RESOURCE MANAGEMENT
implemented by the organization (Hitt, Li and Xu 2016). The different talent management
based aspects of XTelCall Communications are as follows,
Identification of the strategies and aims – The aims related to talent
management are considered to be an important factor by XTelCall
Communications. The process of talent management is thereby effectively
underpinned by the strategies and aims of the company (Inkinen 2016). The
major reason behind the development of aims of the organization is related to
proper management of talent of the employees.
As discussed by Kianto, Vanhala and Heilmann (2016), the technical and
administrative positions in the organization are considered to be highly
important for XTelCall Communications. The specifications of the positions
are important for the operations of the organization. The levels of
qualifications of the employees and different organizational positions are
aligned in an effective manner. The effective talent in XTelCall
Communications can be placed in various positions with respect to the
analysis that is made by the organization.
Identification of the potentials – The management of XTelCall
Communications aims at analysing the potential and talent levels of the
employees in an effective way. The proper identification of talent by the
organization is considered to be highly important for the operations of
XTelCall Communications in the industry (Kuratko, Hornsby and Hayton
2015). This is considered to be the most crucial part of the talent management
related program that has been developed by the organization. The key
positions in the organization can be fulfilled with the help of proper analysis
of the talent that is gained by the employees. The features related to different

8HUMAN RESOURCE MANAGEMENT
positions in the organization are aligned with the talent that is possessed by the
employees (Mendenhall et al. 2017).
Preparation and further application of the plans related to improvement – As
discussed by Mone and London (2018), the activities that are related to the
proper improvement of the employees are important for the ways by which
XTelCall Communications can place the employees in various positions. The
improvement related activities of the organization are important for the talents
levels of the employees. The training that is provided by the management of
According to Mendenhall et al. (2017), XTelCall Communications to the
employees is considered to be highly significant for the talent management
based actions that are completed by the organization. The company needs to
implement the training related programs at the appropriate time. The
postponing of training process by XTelCall Communications will be able to
affect its operations in an adverse manner.
Evaluation of the performance of employees – As opined by Noe et al. (2017),
XTelCall Communications is able to affect the methods by which the
company is able to function in the telecommunications based industry. The
company can analysed the performance that is depicted by the employees in
order to decide the training that can be provided to them. The performance of
the candidate has an impact on the ways by which the development of training
programs of the organization can be developed. According to the proper
evaluation of performance levels is a major part of the development of talent
management programs of the company (Kuratko, Hornsby and Hayton 2015).
XTelCall Communications also analyses the ways by which employees are
able to perform and the improvement of their talent levels as well. The

9HUMAN RESOURCE MANAGEMENT
organization needs to analyse the ways by which employees are able to fulfil
their responsibilities in an effective way. The performance levels of the
candidates are considered to be the most important part of the requirement of a
talent management based program.
According to Kianto, Vanhala and Heilmann (2016), the five different aspects of
talent management activities that have been analysed earlier have been able to affect the
operations of XTelCall Communications. The organization has developed the talent
management based programs in order to increase the levels of performance and productivity
of the employees as well. XTelCall Communications will need to implement the talent
management program in the subsidiary that the organization is planning to develop in
Australia in order to provide appropriate training to the employees.
The program will be able to develop the levels of performance of the employees and
their productivity as well. XTelCall Communications can be successful in forming a
profitable position in the telecommunications of Australia with the proper collaboration of the
employees and the management of the organization as well. The sustainable and profitable
operations of the company will be based on the methods by which the company is able to
provide the best levels of services to the consumers. The customers are an important part of
the operations that have been developed by XTelCall Communications in the country
(Engert, Rauter and Baumgartner 2016). The talent management can provide support to the
organization based on the ways by which the five internal aspects can be maintained. Talent
management will improve the performance of employees which in turn can fulfil the
expectations of the customers and help in development of proper facilities. Promotional
activities will also be based on the support provided by employees. On the other hand,
affiliations or collaborations can be helpful for the proper development of the subsidiary and
placement of employees in different positions as well (Collings, Wood and Szamosi 2018).

10HUMAN RESOURCE MANAGEMENT
4. Reward and compensation
Rewards and benefits are considered to be important factors that are able to influence
the methods by which an organization is able to recognise the activities that are performed in
different processes. The relationship that is developed by XTelCall Communications with the
employees is considered to be a major factor that is able to affect its operations. The human
resources of the organization are affected by the rewards that are offered to them and the
levels of compensation that are provided to them as well. The rewards are mainly related to
effective performances that are provided by the organization to the employees. The
organization aims at offering different discounts related to the services and products. The
employees of the company are rewarded with respect to their performance levels (Engert,
Rauter and Baumgartner 2016). The rewards and compensation related aspects of XTelCall
Communications are as follows,
The program that can be developed by XTelCall Communications has been
named as MyXTelCall Rewards program. The program related to rewards that
has been developed by the organization is based on different terms and
conditions. The terms and conditions of the organization are related to
different factors that include, Digi’s Privacy Statement and the Data Protection
Obligations (Kuratko, Hornsby and Hayton 2015).
Another major reward based program that can be developed by XTelCall
Communications has been termed as XTelCall Points. The XTelCall Points
based program is mainly based on the ways by which the progress of different
participants in the organization can be calculated in an effective manner
(Engert, Rauter and Baumgartner 2016). The XTelCall Points are mainly
awarded to the participants or employees in order to provide them with the
effective rewards. The XTelCall Points are used by the employees in order to

11HUMAN RESOURCE MANAGEMENT
the gain benefits and rewards from the organization. The XTelCall Points
however have some validity periods (Collings, Wood and Szamosi 2018).
My XTelCall Rewards Membership Tiers can be another major reward based
program that has been developed by the organization in order to provide major
rewards to the employees based on their levels of performance. The
participants in this case need to accumulate the XTelCall Points in order to
gain the rewards.
The rewards that are gained by the employees in XTelCall Communications are based
on the MyXTelCall Rewards program and the different XTelCall Points that are earned by
the organization. The collaborative efforts that have been undertaken by the organization can
have a major impact on the ways by which the efforts taken by the employees are recognised
effectively. The discount based offers are provided to the employees as a part of the reward
based programs (Kuratko, Hornsby and Hayton 2015).
5. Global HR strategy
As discussed by Collings, Wood and Szamosi (2018), the process of globalization and
internationalization of the global human resource management operations has been based on
the recent variations that have taken place in the external environment. The changes that have
taken place in the external environment are based on various factors including, speedy
changes in the technology, cross cultural based issues, internationalization process of the
market integration and the shift that has taken place in the economic gravity as well.
As opined by Kuratko, Hornsby and Hayton (2015), human resources in the global
context are considered to be highly significant for the methods by which organizations are
able to operate. The human resource based strategies are able to affect the global
organizations that operate in the developing as well as developed countries. The human