GRAB's Brunei Expansion: An International HRM Perspective Report

This report provides a comprehensive analysis of GRAB's expansion into Brunei, focusing on international Human Resource Management (HRM) strategies. It begins with an overview of the economic drivers influencing Brunei's business environment and then examines relevant HRM models. The report delves into key HRM functions, including Strategic HRM (SHRM) policies, recruitment and selection procedures, training and development measures, effective performance management systems, and compensation and benefits. It addresses potential challenges and offers practical recommendations for GRAB to successfully manage its human resources in Brunei, supported by relevant theories and secondary research. The report concludes with a summary of findings and recommendations for the board of directors, highlighting key issues and providing a strategic framework for international HRM implementation. This report is prepared to guide GRAB's strategic decisions regarding HRM in Brunei, ensuring its successful entry into the new market and its ability to manage its workforce effectively. The report also includes a discussion of various HRM models like the Harvard Model, Guest Model, Warwick Model and Fombrun Model and how these models are applicable to the case study.

GRAB is expanding into BRUNEI : A
perspective of International HRM

Economic drivers of Brunei
Economic drivers are those factors which has a huge impact on the country in terms of their
growth. This will help in increasing the economic growth which is very good an organization to
establish their business effectively. There are several factors which can be considered as an
economic driver of Brunei, such as,
 Changes in the Gross Domestic Product (GDP)
 Impact of Income and wages
 Rate of Unemploymnt
 Inflation rate
 Interest Rate

Human Resource Management (HRM) Models
These models help in enhancing the performance as a HR in an organization. Implementing
all the models in the organization can be very helpful in getting better outcome. There are
basically five types of models in the HRM practices, which is explained below:
The Four Model of HRM:
 The Harvard Model
 The Guest Model
 The Warwick Model
 Model by John Sorey

CONTD…
The Fombrun Model of
HRM: This model was
dicoverd by Fombrun, Tichy
and Devanna in 1884. It mainly
focuses on four elements, for
example, selection, appraisal,
development and rewards and
their inter relatedness

CONTD…
The Harvard Model: It was
formulated by Beer et.al. in 1984,
at Harvard University.This is
considered as an important model
which can be used in HRM
practices. This can include factors,
like, stakeholders interests,
situational factors, HRM policy
choices, HR outcomes and long
term consequences

CONTD…
The Guest Model: This was
discovered by David Guest
in 1997. This model in
evaluating six elements, such
as, HR strategy and
practices, HR outcomes,
behavioral and performance
outcomes and finally
financial outcomes. This can
aklso be a great model to
implement in the practice

CONTD…
The Warwick Model: It was dicoverd
by two reasercher named, Hendry and
Pettigrew of University of Warwick.
Thismodel help sin analyzing the
macro and micro environmental forces,
Business Strategy Content, HRM
Context and Content, respectively. This
models assist in making connection
with external and environmental
factors and explores how HRM adapts
to changes in the context

Model by John Sorey
 This model was founded by John Sorey in 1989. This model help in setting interrelated
policies in the organization which can help them in enhancing their performance.
 This model has four elements, such as, beliefs and assumptions, strategic qualities, role
of line managers and key levers, respectively.

Scope and strategies of HRM
• Strategic human resource management is a process through which overall objective of the
organisation is achieved. Human resource management in order to formulate strategies interact
with other departments so that individual and business objective are acquired.
• GRAB in order to expand its business have to formulate strategies so that resources are being
utilised properly.
• Grab have to formulate different policies for human resource management in Brunei.
• The scope of HRM consist of development , acquisition, retention and control of human resource
in the company.
• Pertaining to the international market grab have to find out about the rules and regulations which
company have to comply with for recruitment of individuals in company.

Recruitment and selection procedure in Brunei
This function of HRM is related to
hiring qualified personnel's for the
right job which assist the organisation
in increasing their market share
internationally. Recruitment is a
process of finding and attracting
potential resources which will work
for the company's growth and
development in Brunei. This require
personnel's which have abilities for
achieving the business goals.

Training and development Measures
Training is the process of enhancing the skills , capabilities of the employees in order to increase their
efficiency level which assist the organisation in achievement of the organisation. T&D helps in
individual and organisational performance level which assist the organisation towards growth and
success.
Importance of Training and development
 Improve employee performance
 Improve employee satisfaction and Morale
 Addressing weaknesses

CONTD…
Types of Training organized within Brunei
In-house training
Off Job Training