HRM Report: HR Staffing, Compensation, and Training for MNE in KL

This report analyzes international human resource management (HRM) practices for a multinational enterprise (MNE) based in Brisbane, which has acquired a business in Kuala Lumpur, Malaysia. The report delves into local staffing options, comparing the advantages and disadvantages of hiring Parent Country Nationals (PCNs) versus Host Country Nationals (HCNs), considering factors like operational costs, legal requirements, and expertise. It then identifies various compensation options, including monetary benefits, incentives, and benefits packages, tailored to the socio-cultural backgrounds of employees, and emphasizes the importance of competitive analysis and financial flexibility. Finally, the report examines the training and development needs of both local and parent company managers, highlighting the importance of skill upgradation, managerial competencies, and long-term planning. The report utilizes various academic sources and references to support its analysis and recommendations.

Running head: HUMAN RESOURCE MANAGEMENT
International human resource management
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Executive summary
The research developed a view on the different staffing options that are being faced by
organizations that are based on Kuala Lumpur in the context of PCN and HCN. The report
enumerated the different factors that critically enables an organization in improving the rate
of operations through development of suitable compensation packages and proposing training
to the employees based on the organizational requirements.

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Table of Contents
Introduction................................................................................................................................3
Local staffing options.................................................................................................................3
Compensation options................................................................................................................5
Training and development needs of manager............................................................................7
Recommendation......................................................................................................................10
Conclusion................................................................................................................................10
References................................................................................................................................11

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Introduction
The HR staffing options are being developed with the initiative of improving the rate
of operations in accordance with the requirements of the companies. In this connection, the
different staffing options that are being considered by the organizations will be analysed in
the research study. The different aspects of change in the staffing methods of the
organizations are based on the benefits and issues that are associated with the options.
Therefore, the report will analyse the staffing options based on the benefits and issues.
Local staffing options
As a matter of specification, the staffing options and choices are of ethnocentric,
polycentric, regiocentric and geocentric, which reflects the operations and its outsourcing.
The staffing options in Brisbane accompanies the approval of the service providers. This is
under the Disability Service funding programs, subjected to the Disability Services Quality
Management Systems. The Host providers are registered, which adds authentication into the
services generating self-support (Kim, Chung & Brewster, 2019). The differences between
the concept of PCN (Parent Country Nationals) and HCN (Host Country Nationals) are based
on the business strategies of change. In this connection, an organization employs the PCN
with the purpose of minimizing the operational costs while adhering to the legal
requirements. However, the stringent employment laws of a nation might affect the business
capability of ensuring uninterrupted functioning of the systems. On the other hand, an
organization employs HCN with the purpose of improving the rate of expansion while
increasing the rate of operations based on the expertise. However, the lack of expert
knowledge on the employment legislations might affect the capability of the organization in
improving the process design while recruiting the new employees in the context of HCN.
Department of Health is also an integral part of the business. Health packages are provided to

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the clients and customers, which influences their purchasing power and decisions. The
individuals and families are to pay a private fees for getting the basic services. Access to the
services are determined on the basis of the needs, demands and requirements of the
customers. Case analysis is considered for interpreting the situations related to the selection
of the staffs. This is devoid of the discriminations related to age, gender, culture, race,
religion and disability. Choice is also present to the staffs in terms of selecting the advocates
for gaining easy access to the services.
The mission is to extend the services to the threshold of the community, where the
emphasis is on detecting the alternative means of fulfilling the interesting of the staffs. For
this, Lakshman, Lakshman and Estay, (2017) is of the view that alignment is conducted
towards assessing the extent to which support is provided to the staffs for accomplishing the
tasks and responsibilities. The mission also relates to achievement of sustainable
development, which needs the assistance of the government and non-government service
providers. Adherence to the principles is effective in terms of extending the services to the
people, who qualify for the services through the exposure of effective knowledge and
awareness about the strategic management and culture.
On the contrary, the local staffing options in Kuala Lumpur, Malaysia include service
provisions, which relates to outsourcing of the recruitment process elements, managerial
services, contacts for hiring and selection, talent mapping and business researches. The
operations are centrally controlled from the head office, where the skilled and qualified team
members look after the outsourcing operations (Kaplan et al., 2018). Career expos, relocation
of the staffing agencies reflect the choices offered to the clients and the customers for
accessing the needed services. Recruitment and outsourcing agencies are hired for enhancing
the stability in the parameter of public relations. Outsourcing specialists deal with the matters
regarding research for developing the best services in selection and recruitment. Example can

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be cited of Monroe Consulting Group, which conducts executive search for detecting the
experts, who can contribute towards enhancing the skills, competencies and abilities.
The options in terms of the local staffs also varies according to the national
requirements. These are expatriates, local nationals, third country nationals and virtual
expatriates (Sillitoe, 2019). This segment deals with hiring the locals for representing in the
host country, that is, Kuala Lumpur, Malaysia. There are different types of staffing plans:
short term and long term. Along with this, the plans also revolves around succession planning
and strategic staffing. Short term staffing relates to catering to the immediate needs of the
company. On the contrary, long term staffing involves catering to the demands of the staffs.
() is of the view that succession planning is beneficial in terms of adding clarity into the
managerial roles and responsibilities. In this context, the quality of the operations and
operations are to be graphically presented for assessing its effectiveness in terms of the
identified goals and responsibilities.
Reference can also be cited of the strategic management, which is essential in terms
of conducting the planning for selection and recruitment process in accordance to the needs,
demands and requirements of the personnel (Collings & Isichei, 2018). Options also prevail
in the staffing levels, which detects the surplus or deficit in the finance. Assessment of the
skills would also be beneficial in terms of detecting the extent to which the existing staffs
fulfil the eligibility criteria.
Compensation options
Most of the companies intend to promote the employability of the employees through
the means of incentives and compensations. Mostly, the compensations involve monetary
benefits, luring the employees towards investment of their talents. As the employees belong
to different socio-cultural backgrounds, therefore, the managers intend to decide on various

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mix and match options for the catering to the individual needs and preferences of the clients
and customers. Need analysis is conducted for detecting the skills, abilities and competencies
of the employees. This detection is assistance in terms of providing relevant incentives and
perks to the employees (Geddes, 2017).
For the formulation of the compensatory wages, the important factors, which needs to
be considered are competitive analysis, cost of living, labour negotiations, personal
qualifications, supply and demand. The options also persist in the parameters of negotiations
in the compensations for both the selected candidate and the firm. Compensatory options also
prevail in the payrolls and their management strategies. Tax forms are issues to the firms,
which are according to the legal working status. The working hours are tracked for detecting
the comp offs, which can be awarded to the desirable candidates. Record keeping for the
payments and benefits is also beneficial in terms of averting the loss of data at the crucial
time of completing the projects. State and federal taxes are included for enforcing relevant
standards and protocols of the incentives (Quinlivan, 2017).
The newly candidates in Kuala Lumpur, aspiring for achieving professional growth
and development can be provided with the beneficial packages, which includes employee of
the month awards, complementary lunch at the project seminars. Monthly organizing picnics
and outing, which would enhance the stability in the relationship between the managers and
the employees. Along with this, concepts like quizzes are also a productive option for the
firms to lure in the candidates. Providing motivational offers to the employees would also be
effective for ensuring their empowerment. Apart from this, benefits can also be awarded to
the clients in the form of packages, which includes health insurance, retirement security
plans, paid vacations and stock options. All of these aspects need to be under the standards
and protocols of the Fair Labor Standards Act (Torbiörn, 2017).

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Evaluations are necessary in terms of assessing the appropriateness of the plans and
the strategies. Involving the board panel in the meetings would be effective in terms of
conducting audits and reviews for the prepared action plans. One of the essential factors in
this direction is that of the financial analysis, which helps in ensuring financial flexibility.
Consciousness in this direction is beneficial in terms of averting the unwanted and illegal
instances. Herein lays the effectiveness of the need analysis, which can be aligned with the
aspect of conducting the operations of the recruitment and selection activities.
One of the aspects in this context is that of pay for performance, which develops value
for the talents invested by the candidates in Kuala Lumpur, aspiring for achieving
professional growth and development towards completing the allocated duties and
responsibilities (Kaplan et al., 2018). The expenses need to be covered prior to the
implementation of the tax obligations in the process of the recruitment and selection. In this
context, risk analysis is effective in terms of reducing the risks of turnover. Action plans need
to cater to the investments in the training and development programs, which would be a
cornerstone towards enhancing the preconceived skills, expertise and knowledge of the
candidates. Apart from this, mention can be made of leveraging the equity compensations and
profit sharing aspects, which relates with the stock options. Promotion of the balance and
flexibility is also an option within the compensations, which is according to the standards and
protocols of Human Resource Management policies. Mention can also be made of the
rewards and recognitions, which motivates and inspires the candidates in Kuala Lumpur,
aspiring for achieving professional growth and development to expose their talents by
investing in the services (Bailey et al., 2018).
Training and development needs of manager
Training and development adds an important feature into the responsibilities of the
managers. Important elements in this context are knowledge, change and behavioural

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experimentation. One of the basic needs, which the manager needs to take care of is the
upgradation of the skills, abilities and competencies of the employees. Technical know-how
of the employees relates to the catering of the competencies in technologies in terms of
fulfilling the allocated duties and the responsibilities. In this context, the main focus is on
monitoring the technological skills of the employees. The main aspects of training, which the
managers need to cater are skills, abilities, competencies and knowledge regarding the basic
managerial issues. Training is one of the means for upgrading the standards and quality of the
performance to be exposed (Becker & Smidt, 2016).
For achieving the development of the managerial competencies, project management
skills and competencies along with problem solving skills are crucial. Several programs,
seminars and lectures are conducted for disseminating the information on the current
condition and the need for altering the strategies. Long term planning is done, which
enhances the vision in terms of conducting the operations in an efficient and effective
manner. In this context, mention can be made of the succession planning, which is assistance
in terms of maintaining the sequence in the operations and the hierarchy in the organizational
structure.
The focus is different in case of the training and development. Translation of the
theories into practice is effective in terms of expanding the scope and arena of the knowledge
horizons. Along with this, developmental needs are effective, as they prepare the employees
for future challenges and issues (Oppong, 2018). This approach is concerned with the
enhancement of the general knowledge and understanding of the mechanisms of the business.
Creativity and imagination skills are enhanced, as the long term planning is conducted in
terms of journey mapping for the performance exposed towards accomplishing the identified
goals and objectives. Continuous improvement strategies are used for adding innovation into
the operations.

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Continuous improvement strategies form a keystone in terms of transcending the
performance of the managers towards development of the candidates. One of the issues in
this context is that it lacks clarification. The motivation in this development need is that of
the intrinsic, where the managers tend to encourage the staffs through the provision of
support and encouragement. Voluntary activities are executed, which includes career
enhancement plans for securing the life of the candidates in Kuala Lumpur, aspiring for
achieving professional growth and development to be hired for filling the post of the
manager. Bratton and Gold, (2017) is of the view that developmental training needs lacks
evaluation, which is problematic in terms of assessing the appropriateness of the action plans.
As per the arguments of Meyer and Xin, (2018), objectives are important in terms of
setting the agendas and goals towards enhancing the communication skills, personality
development, turnover rates, absenteeism and stress level. One of the important aspects in
this context is that of culture and ethics along with the succession planning. As a part of the
benefit analysis, it can be said that training is important in terms of improving the triple
bottom line approach. In case of the manager, the needs relate to monitoring and reviewing
the performance in the form of evaluation, preplanning, implementation and planning. This is
done through the means of adherence to an integrated process, where the first stage is
identification of the learning requirements. The following states revolves around developing
the learning objectives, formulation of the design and strategy, training and assessing the
results and outcomes (Can & Çetinarslan, 2017).
Policies are also considered to be important elements in the training and development
needs. These policies revolve around human resource management. In terms of the need
analysis, it can be said that one of the crucial aspects is that of the gap analysis in the
knowledge, skills and attitudes of the staffs. The need assessment is conducted with the
consideration of time management in terms of formulating the training solutions, budget and

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design. The outcome is also analysed for assessing the extent to which the performance
matches with the requirements (Zheng & Smith, 2019).
Recommendation
The recommended options that might be sought by the organization in Kuala Lumpur
are:
 Market assessment: The market assessment would allow the venture in gaining
knowledge of the current employment legislations and regulations while planning the
staffing options. In this relation, the assessment of the labour laws in Kuala Lumpur
would allow the organization in gaining effective knowledge on the processes. The
market assessment would also allow the organization in developing cognition on the
different market trends while planning on the compensation related concerns.
 Inclusions in the policy: The inclusions that might be made by the organization in the
staffing options are based on the knowledge of the existing legal frameworks in the
region. The key changes in the organizational operations are based on the effective
functioning of the different systems in accordance with the needs of the customers.
 Improvement of the HR processes as per the changing trends: The improvements in
the HR processes in adherence to the changing market trends would allow the
organization in retaining the loyalty of the employees while minimizing the rate of
staff turnover.
Conclusion
Therefore, from the research it might be stated that the different changes in the
organizational operations are based on the HR staffing options. The local staffing options,
compensation related concerns and the training activities of an organization is based on the
assessment of the benefits and challenges in the organizational operations.

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References
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management. Oxford University Press.
Becker, K., & Smidt, M. (2016). A risk perspective on human resource management: A
review and directions for future research. Human Resource Management Review,
26(2), 149-165.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Can, E., & Çetinarslan, H. Ş. (2017). Expatriate staffing in foreign subsidiaries of
multinationals: A literature review. In Driving multinational enterprises through
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Collings, D. G., & Isichei, M. (2018). The shifting boundaries of global staffing: Integrating
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employees into the discussion. The International Journal of Human Resource
Management, 29(1), 165-187.
Geddes, M. (2017). Partnership Development Strategy: Governance, Resources and Staffing.
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Kaplan, D. M., Palmer, J., Thompson, K., Dustin, S., Arroyo, C., Perera, S., & Marx, R. D.
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(2018). Recruitment, selection and staffing. In Teaching Human Resource
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Kim, C., Chung, C., & Brewster, C. (2019). Beyond nationality: international experience as a
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and executive staffing. International Journal of Organizational Analysis.
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