International HRM: Google, Zappos, Global Staffing Policies Report

This assignment report delves into the realm of International Human Resource Management (IHRM), examining various aspects of global HR practices. It begins by analyzing the employee-friendly organizational cultures of Google across its offices in the USA, China, Brazil, and Switzerland, highlighting how these environments contribute to enhanced employee productivity. The report then explores the work culture at Zappos, offering insights for an HR consultant on implementing similar initiatives. Furthermore, the assignment addresses the design of a pre-departure training program for a British family relocating to the UAE. It also contrasts the HR strategies employed by Mazda and Chrysler, considering cultural differences between America and Japan. Finally, the report covers global staffing policies, providing a comprehensive overview of key IHRM concepts. The assignment provides a detailed comparative analysis of work cultures, training programs, and international staffing strategies, making it a valuable resource for understanding IHRM.

Assignment
On
International Human Resource Management
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Table of Contents
Introduction.............................................................................................................................................3
Assignment Task 1:..................................................................................................................................3
Google’s Organizational Culture and How it Improve Employee’s Productivity......................................3
Zappos’ Work Culture and How it Improve Employee’s Productivity......................................................6
Assignment Task 2:..................................................................................................................................9
Pre-Departure Training Program:............................................................................................................9
Assignment Task 3:................................................................................................................................12
American Versus Japanese Human Resource Management Practices:..................................................12
Explain the starkly different approaches of Mazda and Chrysler in light of International HR strategies?
...............................................................................................................................................................12
Compare the cultural differences prevalent in America and Japan that may have influenced the
decisions taken at Mazda and Chrysler.................................................................................................14
Assignment Task 4.................................................................................................................................17
Global Staffing Policies..........................................................................................................................17
References.............................................................................................................................................20
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Introduction
International Human Resource Management might be stated as a group of tasks focused on
handling administrative human resources on global standard to attain administrative aims as well
as attain economic benefits across rivals on global as well as national level demonstrated by
Butler and Callahan (2014). Blake and Moulton (1962) stated that IHRM comprises distinctive
HRM operations like hiring, selection, development, and training, dismissal and performance
appraisal done on global level as well as extra activities like expatriate management,
international skills administration, and much more. In this assignment, we will critically compare
and analyze the worker friendly workplaces of Google in Switzerland, Brazil, China, and USA as
well as how such offices have contributed for carrying out the more productivity among their
workers. We will also review the culture of work at Zappos office as well as apply identical steps
in company. The assignment also aims on designing a pre-departure training program in case of
British family shifting to UAE. Through this assignment, we will also come across the starkly
unlike methods of Chrysler and Mazda with reference to global HR strategies. It will also help in
evaluating the traditional differences established in Japan and America, which might have
affected the choices implied at Chrysler and Mazda along with carrying out international staffing
schemes.
Assignment Task 1:
Google’s Organizational Culture and How it Improve Employee’s Productivity
A company’s culture is the most significant feature of a firm’s success. The method an
individual chooses for establishing a particular type of culture within the firm is the most
essential part when it comes to how their employees are functioning through you and for you
so as to lead your company towards success. The Organizational culture of any firm, be it big
or small will eventually affect the welfare of the company as a whole and if, one does not
hire persons who have the same ideas, morals, integrities and principles as that of the
company, the employees are likely to leave the place quickly. There is a huge misconception
amongst people about good salary packages being the sole reason for employees to be
inspired to work, however this is not true at all. The productivity will enhance only when the
employee feels like he is a piece which fits perfectly in the puzzle which is the company. It is
human nature, if you are appreciated and valued enough; you will yourself want to give back
for all the respect you are receiving by giving your best to the specified person, which is
why if everyone starts cherishing their employees, they are most likely to become creative
and operative.
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Google as we all know, is a multinational company which is based in America that
particularizes in facilities and goods relating to the Internet like promotion tools, search
engine, and many others. All (2007) stated that it is a renowned fact that Google’s work
culture is different from that of any typical corporate company. Lashinsky (2007) stated that
it is ranked as one of the top companies to have the happiest employees all over the world.
One does not need to study thoroughly into this matter as you can easily make this out by just
having a glance at the photos inside their offices, which looks to be more like a playground
for adults rather than a work place because of the numerous amenities they offer specifically
for their clients to make their offices one of the most employee friendly places in the world.
As Google is operating all over the world now, it has spread out its office in many parts of
the world including some of the top countries like China, Brazil, USA, Switzerland and many
more. Making a place amongst one of the top companies to have the happiest employees is a
big achievement and it also requires a lot of work, which is why Google has hired people
specifically for the purpose of keeping their employees contented like personal trainers,
doctors, masseuse, etc. which in turn also results in improved productivity. Cosser (2008)
stated that this factor can also be counted as one of the main reasons behind Google’s
successful endeavors as studies show that boosting staffs affects the efficiency of the
employees in a progressive manner. To explain the enhanced productivity of the employees
at Google over the years, a comparative study will be done between the Google offices in
USA, China, Brazil, and Switzerland.
As shown in the video, one can learn a lot about the work culture at the various offices of
Google in different countries. To start with the original global headquarters of Google in
California, USA, known as Googleplex, it is shown to offer numerous perks to its employees
including a huge range of restaurants which serve different kinds of cuisines from Indian to
Asian, ethnic to junk food, everything one could possible imagine. There are a total of
eighteen cafes in this building alone that serves a huge variety of foods at all times, breakfast,
lunch and dinner. The best part about this service is that all of it is free and one can even get
barbeque during summers. Google, USA, has quite a health approach towards its employees
which is why they grow their own food inside their campus and also have a café dedicated to
serving only this locally grown organic food. On top of these basic meals, they also offer
munchies like candies, fresh fruits, etc. which are within the reach of every employee’s desk
making them accessible for all. Googleplex also has facilitated a fully equipped gym for its
workers with personal trainers to give them the right fitness advice and help them keep in
shape. They have a doctor’s clinic as well which does not charge them a penny, just built for
the employee’s well-being. The employees can even take their dirty laundry to work and get
them washed through their on-site Laundromats. Google also offers free massages to its
employees given by expert masseuses and sleeping pods as well for nap time. Their
employees never have to take a day off for errands as Google itself provides them with time
and cars to make a run for their errands and get back to office. In Bello Horizonte, Brazil, the
employees don’t get sleeping pods but even better, multiple hammocks for napping. To add
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the fun element, Google’s office in Beijing, China conduct meetings in bean bags and not
office chairs. With over ten micro kitchens facilitated with ping pong tables for recreation,
the employees can take a break from work over here. But when it comes to the most exciting
workplaces, Zurich, Switzerland tops the list as they have entertaining means to move
between floors like fireman poles and slides. They also have escapist facilities like lounge
with an aquarium full of exotic fishes and a Victorian Library to relax their minds and give
them a fresh air of change. The employees can also get their own privacy through the
hundreds of various pods that are themed differently.
By reviewing these different offices and their various facilities offered specially for their
employees, it can be easily said that Google is definitely particular about enhancing their
employees’ happiness and they invest a good amount in staff support which indicates the rise
in contentment of workers ultimately leading to enhanced productivity. Tanaka (1993) stated
that the driving force is said to be that more contented employees utilize their time more
efficiently, thereby enhancing the work speed without compromising with the quality. A
couple of robust studies have also shown that treating employees well accomplishes better
outputs as the employees strive towards giving their best to the company which is handling
them so well. This is exactly what Google has been doing and is renowned for, by following
policies aimed to advance the well-being and happiness levels of their workers to make their
workplace employee friendly and full of amenities. While looking after the emotional health
of their employees, Google has increased its employee’s productivity by at least 12% and is
commended for its unique approach towards work culture.
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Zappos’ Work Culture and How it Improve Employee’s Productivity
Zappos’ is a fast-growing company that has earned a name for itself not only for selling
clothes and shoes but for its excellent customer service and a distinctive corporate culture.
The workers at this company have themselves admitted repeatedly what a great place it is to
work in because of its unique corporate culture. The firm is well-known for highlighting the
fun part in their workplace and making it different from other firms. They believe in being
weird and have set an example for other firms that workplaces need not be boring and typical
to get work done; on the contrary a little fun plus weirdness can go a long way in the
contentment of the employees. Zappos’ tagline plus its principal feature is to “Deliver Wow
through service” and they have been successful in doing so by rendering their brilliant
service to masses of consumers globally. The ten core values of Zappos’ are given below:
Figure 1: Zappos Core Values (Source: What is the Internal Culture like at Zappos?)
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As an HR consultant, one can learn a lot about how to implement initiatives as same as
Zappos in their own organization to achieve greater outputs. Mosca and Bordelon (2017)
stated that the main principle that was found to drive this endearing corporate culture was
that each and every employee, no matter the designation, represents the brand of the
company, whether they are inside the office or not. Their values stay with them always and
help them in keeping a better behavior. The core values of Zappos are one of the main factors
behind its success, these are not the typical corporate type guidelines but innovative ones like
‘Create fun and a little weirdness’ and ‘Do more with less’ and many more to keep their
employees focus-driven.
To implement and execute initiatives as same as Zappos, any HR consultant must take the
following steps:
Treatment: If one were to treat every employee as their family member like they do at
Zappos, it would make a huge difference to the organization. The leaders must be the first
one take the initiative of treating everyone, from employees to customers as family and then
only will they be able to set an example for their employees. Baumgarten (1995) stated that it
is the HR consultant’s job to show the leaders the importance of every employee and how
their actions must demonstrate this, to give their employees a first rate experience. Tanaka
(1994) stated that the importance of simple things must be emphasized upon, and open
communication must be maintained at every step where the employee can openly reach out to
their leaders in case of problems or queries. Boxall, Purcell and Wright (2008) showed that
they must empower the staff as well through their various programs centered around them
like flexible work arrangements, gratitude programs, incentive-based trips and many others
to give your employees the treatment they deserve and make them feel appreciated. Glinow,
Drost and Teagarden (2004) showed that only when the organization starts honoring and
recognizing their employees’ contribution towards the company, will they be able to create a
happy workplace family environment.
Hiring: Any organization’s reputation lies mostly in the hands of its employees, thus the
hiring process is the most crucial part and hiring the person with the maximum score should
not be the priority, instead one needs to make sure that hiring must be done for cultural fit as
per what your brand stands for, just like at Zappos which will guarantee that each and every
employee will ardently exhibit the firm’s brand value through their behavior. It should be
looked after whether the person who is being hired identifies with the core values of the
organization or not. As per the values at Zappos’, you are required to be a little weird so if
you don’t believe in it then you might be too strait laced for a company like that and will be
like a misfit amongst the other employees leading to dissatisfaction. Takeuchi (1981) stated
that hiring people who are consistent with the brand values must be ensured.
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Trust: Trusting your employees is the biggest factor and a study shows that over 80% of
employees admitted to being more efficient in their work where there was a high degree of
trust. Like Zappos’ has the desire to trust each of their employees completely and trust is
what makes their company culture, similarly every HR department’s top agenda must be to
create trust between employees and managers. Deming (1993) stated that it is human nature
to long for appreciation and when you show that you are not just taking from them but
investing in your staff, it will convey your faith in them and they will become more
productive. The best practices should be used to do so like asking for honest feedback from
them about the improvements that can be made in the organizations and others, once they are
ready to open themselves to reviews from peers, a greater sense of trust can be built in the
organization. Stone (2005) stated that such practices will help build a more agile
organization.
Transparency: It may sound simple, but sharing information inside an organization is a
great way to create a healthy environment at any workplace. At Zappos, all the information is
shared on a daily basis like sales, profits, etc. with their employees and they are quite open
about their performance information as they believe in their employees to do the right thing
for clients. Hendry (2012) stated that weekly meetings must be conducted with the staff to
keep them updated about what is happening in the department and organization. The inputs
of the employees must be considered and their queries must be met with utmost clarity like it
happens at Zappos’ where the company places a lot of value on the employee as an
individual. Sharing information will help create a more transparent environment and will
help in making the employees realize that they are not mere workers but a part of a family.
Engagement: Employee engagement can be one of the main tasks but it is also a great
opportunity to gain longstanding assurance and discretionary work from your staff. Ouchi
(1979) stated that this in turn will eventually lead to greater sales and fewer errors. At
Zappos, having fun is never looked down upon; in fact they believe in the opposite and sell
‘happiness’. Activities like scavenger hunts can be organized to make the workplace more
active and fun. There is a lot of evidence indicating that employee engagement can develop
company performance.
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Assignment Task 2:
Pre-Departure Training Program:
Pre-Departure Training is quite an important program for people who are being sent to
international locations for assignment. Caligiuri et al. (2004) explained that it assists them in
adopting a new situation which is unfamiliar to an expatriate. They are taught to develop the
cultural awareness and skills in functioning with various nationalities. Black (1988) stated that it
is done to assure that the employees are compatible with the corporation’s objectives and its
success will result in the reduced possibility of early return of the expatriates. Mendenhall,
Dunbar and Oddou (1987) showed that it will also keep the outlook of the employee in check so
that they can adjust easily and perform efficiently in the new environment. It will be directed in
the outlines of cultural awareness and other factors as well.
The subsequent basics that will be included in the PDT are as follows:
1. Culture Summary: Visual aids and explanation which will teach about British and UAE
culture and their similarities and differences. Topics will be allotted to applicant to
discuss with the trainer about them.
2. Nation Briefing: It will include general info of the host country like geography,
weather, beliefs, law and government which will be explained in detail.
3. Cultural Adaptation: All the stages of expats like tourist, cultural shock, adjustment
stage will be explained by giving them real life suggestions along with cross cultural
training.
4. Logistical Data: The custom of gift and giving in UAE will be taught, as well as
emergency contacts at least two, one from British office and other from UAE office
will be provided.
5. Business Protocol: Business etiquettes of UAE will be described and curiosity will be
built to help them value the time spent there.
6. Sensitivity Drill: Expats will be taught to react appropriately as per the norms of the
host country in their new setting regarding gender roles, private space, body language
and expression and others.
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7. Table Etiquettes: They will be taught table manners as per UAE culture for formal and
informal occasions both, and differences between British and UAE culture will be
included in this session to show the contrast.
8. Paper Orientation: Expat will be asked to make a report based on all that was taught.
9. Critical Episode: A difficult situation will be given to solve using the language of host
country and being as critical as possible to enhance confidence of the expat in
conversing with their co-workers and solving problems.
10. Language: The language of UAE will be taught daily focusing on vocabulary,
grammar. They will learn how to converse on regular days and business meetings, and
the difference between the two. Newspapers, magazines and other local sources will be
given to teach reading, as part of the exercise.
11. Banking plus Healthcare: The central banks regulate banking in UAE and the expat will
be eligible to open their savings or current account only after the processing of the
resident visa is completed.
12. School & Education: The information about various schools in UAE will be given
where their mode of teaching is in English making it flexible for students who will be
transferred from other countries.
13. Food and Places to visit: UAE has a large variety to offer when it comes to food and
unique attractions giving the expat a unique experience. Due to its multicultural mix,
UAE offers wide-ranging cuisines of food and their popular attractions which are
known worldwide for holding multiple records in their own.
14. Employment Visa: Every expat as well as their family are mandated to have a residence
visa which the employee’s company will provide. The residence visa opens gates for
various amenities which cannot be used on tourist visa.
15. Housing: The Company will provide all housing arrangements with the important
amenities for the family. As UAE is known for its luxurious lifestyle, the housing
arrangements are mostly top class.
16. Safety & Security: The rigorous laws and rules will be taught about to expats especially
regarding drinking, homosexuality in UAE as they are quite different from those in
British.
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This training and information will serve as references for the expat; she should be allotted with
the complete information before landing in UAE so that she is well equipped with all the
additional information like tickets, pick and drop location, address of accommodation, currency
(Dirham), transportation, etc. Pre-Departure training ensures that the performance must be
enhanced through this, helping them in finishing their job on time.
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Assignment Task 3:
American Versus Japanese Human Resource Management Practices:
Explain the starkly different approaches of Mazda and Chrysler in light of
International HR strategies?
International HR management is the process which is all about employing individuals, and
training them to put to productive use. It also includes maintain friendly international business
relations and is quite an important factor in the success or failure of any international company.
International HR strategies are for integrating human resource policies and customs across
various countries which must be flexible enough to permit important differences in kinds of HR
policies in several business and cultural settings. As the job of the Human Resource Management
is to employ individuals, they will also play an important part when the company feels the need
to downsize the number of employees. As it is well known, that the main tasks of Human
Resource Management are:
 Recruitment policy
 Administration training & development
 Performance evaluation
 Recompense policy
One of the main tasks which the HR strategies consists of are decision making on unions,
procurements and trimming. The same thing happened with Chrysler when it faced bankruptcy in
1980, it merged with Daimler-Benz and made important consequences on the automobile
industry. If we take a look back, it can be learned that there was not just a single factor that led
Chrysler into bankruptcy but many factors put together as one putting it such a desperate
situation. The circumstances forced Chrysler to cut down its blue-collar workforce by 28%, its
white-collar staff by 7% and its senior executives pay by 2%. If we analyze this drastic measure
in light of international strategies, we will learn that Chrysler could have gone for less drastic
steps as HR strategies won’t allow such steps to be taken unless it is very crucial, in this
situation, Chrysler had a choice of turning it around in some other way but they chose to opt for
cutting out so many people from their firm, all at once. This step does not reflect nicely on a
company which is known all over the world and upon whom people bank on. It also did not
guarantee any long-term benefits for the firm, instead just made sure it got a few more years. The
company did survive but gradually got handed over to the supremacy of US automobile industry
to Japanese, Koreans and Germans. On the contrast, if we reflect on Mazda’s decision to the
manager to a cut of 25% of their salary and a loss of any bonuses for four consecutive years, it
can be noted that the employees were at least left with a job in their hands, and not left
unemployed all of a sudden. As the HR is responsible to look after the employees of the
organization, the Mazda company was more successful in bringing out the firm out of
bankruptcy whilst maintaining the faith of their employees. Studies have shown that employees
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will work with less pay at difficult times rather than being left jobless for a lot longer. The
blatantly different approaches of Mazda and Chrysler, if looked at carefully, forces one to see
through the factors which led to such decisions and circumstances. Though taking a look at
history, factors that led to such bankruptcy were prices of Gas that were reaching heights, then
the interest rates were also not going down anytime soon, the sales of automobiles were falling
rapidly, there was a lot of international competition growing in the industry and there were
implications with the national security as well. All of these along with others, led these
companies to the brink of bankruptcy and they were compelled to take measures to bring their
firms out of such misery.
International HR strategies are all about maintaining friendly relations and maintaining the
reputation of the company, when we examine both the contrasting decisions of Mazda and
Chrysler, we will see that both the companies faced the same problems in the same year, and
both came from the same background, however, one was forced to cut a number of employees
from its firm whereas the other survived with cutting out just the salary and incentives of their
employees for a period of four years only. As Mazda made it possible to not lose employees over
this difficult time, it is clearly evident that their managers were quite resourceful and utilized
their HR department in doing so by reaching to this conclusion. Whereas, Chrysler as we see,
were either in way too much loss than Mazda or did not cleverly use their resources on being on
the verge of bankruptcy. Mazda and Chrysler were two very successful companies when it came
to being in the same market, and even fell into the same situation, but the way both of them
chose to come out of it shows how contrasting their approaches were and what their position was
in the times of failure. It is evident that Mazda went for the better HR strategies to save their
company from economic failure than Chrysler. HR strategies are crucially important for
companies especially in times of distress, as they can make or break the future of the company.
To put things into perspective, Mazda followed the international HR strategies more diligently
than Chrysler as it was more efficient in looking after its employees in times of distress than the
latter. International HR strategies are focused on the company’s employees only and if a firm
fails to achieve them correctly, they are bound to fail the company. The importance of
international HR strategies cannot be stressed enough, and in situations like these, we learn that
how one wrong step can prove to be so fatal for a company’s brand. From the contrasting
decisions taken by both, Mazda and Chrysler, it further throws light on what can be the
consequences of not implementing HR strategies correctly.
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Compare the cultural differences prevalent in America and Japan that may
have influenced the decisions taken at Mazda and Chrysler.
The cultural or traditional dissimilarities that are prevalent in Japan and America, which might
have affected the choices made at Chrysler and Mazda, are based on following heading:
 Attitudes and Behavior of Worker
The Japanese moreover consist of quite tough emotions of patriotism as well as trust
which they are greater that every other competitions. Cooper and Raiborn (1995)
showed that while Americans too consist of a tough emotion of countrywide
superiority, there seems to be several cultural fights within the U.S., which decreased
their skill to perform along with. The knowledge system within the two nations appears
to be quite distinct. Crawford (1998) stated that although the Japanese consist of a quite
difficult system from high school, it can be conceivable regarding a scholar for
graduating through a U.S. high school devoid of being capable to write and read
sufficiently. Such variances might have thoughtful applications regarding the workers
of Japan company finding beginner standard workers. Cushing (1987) stated that
workers of Japan too seem to have greater admiration in terms of power than their
counterparts of U.S., and a completely unique outlook in case of work. The workers of
Japan actually reside for working as well as are eager to martyr their individual lives
regarding their firm. McGregor (1957) stated that they appear to be quite easygoing of
lengthier time periods as well as rough situations of working than for workers of U.S.,
often work if they come up to be ill and degenerate time of break for avoiding lessening
output. Single family job day for every week appears to be satisfactory time in case of
family stuffs. Klaas, McClendon and Gainey (1999) showed that workers of U.S. are
quite motivated for work in case of live, or in terms of overindulgence, have minimum
restraint as well as minimum patience regarding uneasiness. Moreover, workers of
America assume to use more time along with their friends and families as well as attain
a range of gratuities, which have been earned in firm battled union/administration
conflicts across the least some years. Klaas (2003) stated that they do not signify to
suggest that such prospects are irrational, just that they appear to be unlike by those
from the characteristic of worker of Japanese.
 Attitude of Management and Policies for Workers
Workers of Japan are likely to offer advices in case of enhancing their own working
competence, and the complete output of the company. The balance regarding such
anticipation seems to be that it encourages incessant enhancement. While advice
systems are too employed within the workers of U.S., advices are observed largely in a
form of a danger for administration. Dillon (1990) stated that workers of U.S. who
regularly endorse modifications are possible for being tagged as trouble creators.
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Hayes (1981) specified that managers of office of Japan appear to observe the workers
of company as their quite significant inventory. For establishing such inventories for
the completest prospective, the distinctive firm of Japan provides lifetime occupation,
advancements from within, substantial job rotation and cross training as well as often a
no dismissal rule. Sakurai (1995) stated that in such manner, the workers of Japan
employ human resources in a form of a viable instrument.
Occupation within the U.S., although is somewhat similar for a turning way.
Employees are regularly dismissed at the time of financial turn downs as well as there
seems to be less dedication for exercise. Maginnis and Uminger (2018) showed that the
management of scientific section method is employed within the U.S. is dependent on a
structure of knowledge in which all employee acts some tedious activities. In such
method, employees are de-abled for these low standards, which all are dispensable.
Martin (2013) stated that neither administration nor the employees have faith in each
other; hence the manner gets its power from itself. O’clock and Devine (2003) stated
that managers of U.S. seem to employ a form of short run power within the region of
human resources. Hunting skilled employees by other organizations, the scavenger
employs investments of other organization in human resources for attaining outcomes.
 Management Competitive Policies and Focus
The entire concentration of management of Japan is upon the organization's long term
competitive plan as contrasting to managers of U.S. who seems for being quite worried
along with short term economic activity. Maybe, till some extent, such modification
might be stated from the differences in writing needs within the two nations. Hiromoto
(1988) stated that firms of Japan seem to be not needed for succumbing periodical
information for owners. Porter, Sakakibara, and Takeuchi (2000) showed that although,
there seems to be other quite important changes within the manner the Japanese handle.
In fact, the idea within this is the large basis of management of Japan is considerably
unlike by the cultural management idea of U.S.
Cultural managers of U.S. employ a completely unlike idea that few writers have
mentioned as just-in-case (JIC). With reference to the JIC method for management of
resource, huge sums of loose inventories are preserved on hand for securing in
contradiction of eventualities like change in demands, production bottlenecks, poor
quality, and late deliveries. Martin (2009) stated that such ideas have few quite
significant applications regarding the inventories themselves. JIT and JER need greatly
talented as well as greatly committed cross trained employees, and raw material of high
quality as well as finely preserved instrument. Within the JIC atmosphere, high level of
talents as well as equipment and materials of high quality are not critical. Howell and
Sakurai, (1992) stated that within the region of production lot sizes as well as
inventory, the concept, in respect to the valid sub-idea of change, is to seek the bath
size (EOQ) or financial order amount, which will lessen the incompatible prices
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engaged within the decision, (e.g., gathering and resounding setup or prices as well as
prices of carrying).
 Management Control and Accounting
Japanese control and accounting systems appears to be compliant for business plans as
well as are necessarily employed for affecting behavior. On the other hand, Ouchi and
Jaeger (1978) stated that considering the U.S., control and accounting systems have
widely been employed chiefly for notifying administration regarding the firm’s
activities. And with respect to Japan, Imai (1986) stated that control and planning and
are dependent on a an approach of bottom up, in which employees as well as managers
of lower level contribute in establishing aims as well as get substantial reviews in the
form of strategies are applied (Johnson et al. 1981).
Well considering the U.S., control and planning is dependent on an approach of top
down, in which the financial budget has been merged into the firm. Kapanowski (2016)
stated that the opinion, which the Japanese are largely dedicated for strategy making as
well as review, is backed from their nearly dedicated employ of a method known to be
Plan-Do-Check-Action (PDCA). Kim-Soon, Ying and Ahmad (2016) showed that in
such system, the Plan measure comprises recognizing the issue as well as the
fundamental purpose, additionally establishing a strategy regarding the solution of an
issue. The Do measure comprises a free run for deciding that whether the strategy
performs or not. During the Check measure, the free task is analyzed as well as
amendments are carried out when essential. The end Action measure is for applying the
strategy. Martin (2007) stated that the approach of PDCA appears to be a never
finishing task regarding the Japanese that are quite careful in case of offering report
about almost each selection.
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Assignment Task 4
Global Staffing Policies
Etisalat is a company which provides telecommunications services all over the United Arab
Emirates which is the branded trade name of Emirates Telecommunication Group Company
PJSC. This company currently functions in sixteen countries all over Asia, Africa plus the
Middle East and was founded four decades ago in the UAE as the nation’s first
telecommunications service provider According to the reports of 2014, Etisalat stood to be the
world’s fourteenth largest mobile network operator worldwide having almost 167 million people
in their customer base. The Forbes Middle East magazine even named Etisalat as the most
powerful company in the UAE in the year of 2012. Etisalat is also amongst the two mobile
network provider in the country, the other one being “du” mobile operator. Etisalat’s headquarter
is in Abu Dhabi, having a total of three regional offices.
Etisalat offers various services, some of which include 3G and 4G mobile data, broadband
internet services as well as prepaid and postpaid internet access. They have two major types of
clients, one being customers and the other of business users. Due to its large operational network
and wide reach. Etisalat proudly hosts a diverse staff of employees coming from various
nationalities. Although, the top administrators of the company are local residents only, the other
places had to be outsourced or allotted to sub-contractors only. Many departments had been
outsourced and one of them being is the department of customer care which currently operates in
Egypt. This particular report will elucidate the advantages of outsourcing with regards to the
human resource management.
For improving the entire act of the Business, Etisalat currently declared a complete strategy for
implementing a fresh corporation structure that is dependent on contracting out its corporation
support facilities. Etisalat has been outsourcing its corporation support facilities for the quite
particular sellers who have international skill for executing such activities successfully.
The business will aim on its essential trade for attaining numerous chief aims; known to be
improving the customer care’s quality as well as elevating enhancement, promoting
competitiveness, as well as elevating productivity and boosting performance of its financial
terms from decreasing cost of operations. Let’s take a look at the main reasons why companies
outsource:
17

Figure 2: Top reasons to outsource (Source: Top Reasons for Outsourcing Corporate
Secretarial Services)
The sector of ICT locally as well as nearly the globe is a chief industry, which is implementing
such tactic, initially because of the continuing development observed within the part as well as
the requirement regarding the endless investment in establishing organization for enhancing the
entire performance of its channels as well as facility of customers.
Dowling and Welch (2004) showed that partnering with the private sector from outsourcing
offers an amount of benefits, known to be the gaining of global as well as experienced skills and
gaining knowledge by quickly progressing technological growths, enhanced time for industry,
and improvement of quality of facility as well as a galvanized experience of customers. Pucik
(1984) stated that it might too improves the private industry growth from producing fresh job
chances, chiefly in the sector of SME, a chief base of maintainable growth in any budget.
The acting CEO of Etisalat - Nasser bin Obood, exposed the other stage of the model of
business, as well as signaled that it might be applied in the upcoming time as well as anticipated
for being finished in two annual terms. At the time of this period, Etisalat must sign contracts
along with many domestic as well as global expert associates, the prominent international
18

suppliers of telecommunications facilities as well as instrument, for arranging even preservation
on its channels of telecommunications.
“Having a tough dedication for the human resources, Etisalat has equipped a strategy for moving
few of its team individuals for operating in fresh centers in the Business, or move them in the
private firms that have been chosen for offering expert facilities regarding Etisalat. Such who
seems to be moved will execute their jobs collectively along with the workers of the private
industry for making sure the steadiness of task, although attaining experience through a globally
prominent global retailer,” explained Bin Obood.
“To be the component of such strategy, Etisalat might not loosen off its workers of UAE, other
than the business might offer them job under the direction of globally expert firms, composed
along with each of the rights assured for them from Etisalat. Such offers an appreciated chance
regarding the domestic workers that might work as well as establish their abilities in an
international firm.
At the end, Bin Obood explained: “Applying such plan might prepare Etisalat along with the
capability, effort, and time (comprising economical skill) for attaining its chief aim of offering
the newest facilities along with the uppermost levels of performance and quality regarding its
users. Hence such is chiefly significant at a moment if an economical industry has allowed the
deprivation of costs within the area, as well as several Telco’s over the globe, chiefly in
developing industries, are experiencing a degrading twist of decreased incomes.”
As Etisalat’s decision of outsourcing proved to be a great one, this resulted in not having to
always observe and track the activities of their workers and it decreased the amount of work they
had to put in. This will further open up other prospects and allow the company to divert their
attention upon other areas which were longing for attention. This decision has helped Etisalat in
conserving its resources and putting them to use in new areas where they will be utilized
efficiently to help the company grow further.
19

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28