International HRM Report for HAFTO, HRA701, Spring Semester

This report details an International Human Resource Management program designed for HAFTO Inc., focusing on enhancing productivity and addressing the company's recent merger with BCage. The program centers on a rewards system, including a budget of $250,000, with the goal of expanding growth and improving the company's strategic objectives. The report provides an overview of the plan, considering legal considerations, potential risks such as autocratic leadership and resistance to change, and the anticipated benefits, including participatory management. It outlines the HR manager's role in implementation, communication, and evaluation. The report emphasizes the importance of cost-benefit analysis, measuring success through employee participation and performance, and addressing potential resistances to change. The conclusion highlights the significance of legal compliance, risk assessment, and proactive HR management for the program's success. References from various authors are included to support the research and recommendations made within the report.

Running head: HUMAN RESOURCE MANAGEMENT
International human resource management of HAFTO
Name of the student:
Name of the university:
Author note:

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Executive summary
Management of the human resources is necessary in terms of utilizing their talents for
extracting the necessary labour. Herein lays the effectiveness of the revision of the policies,
which would be effective for improvising on the standards and quality of the aspects. This
report is prepared on the program of rewards systems and labour force, which is intended to
change in the workplace of HAFTO. The essential components of the report are risk
assessment, cost benefit analysis, communication and success criteria measurement, which
are effective for ensuring whether the change is feasible in the current business scenario.

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Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Overview of the plan..............................................................................................................3
Legal considerations...............................................................................................................3
Risks in the result of the program..........................................................................................4
Benefits and its measurement.................................................................................................4
Budget....................................................................................................................................5
Measures for managing the programs....................................................................................5
Role of the HR.......................................................................................................................5
Introduction to the program...................................................................................................6
Evaluation of success and failure...........................................................................................6
Handling resistances...............................................................................................................6
Communication to the program.............................................................................................7
Conclusion..................................................................................................................................7
References..................................................................................................................................9

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Introduction
Human resources need effective management for the production of effective
performances. This management gains value through the application of strategic planning.
Within this, the role of the HR managers is crucial for conducting plans and ensuring that
they are in compliance with the standards and protocols of the legislative requirements
(Brewster, 2016). Cost benefit analysis is also needed for generating value in the business.
This report attempts to discuss about the specific program designed for enhancing the
productivity of the company, HAFTO.
Discussion
Overview of the plan
As the objective behind the Spotlight Fame Rewards and Recognition program is
that of expanding the growth rate, therefore, acquisition with the private company, BCage is
an effective decision for HAFTO. Detailed plan is the demand for embracing the change and
adapting to it. Therefore, the budget of $250,000 is an appropriate one at the initial stage,
adding flexibility to the proposal of the Wellness program. Presentation of the draft is a
planned and reasoned approach for gaining an approval from the higher authorities regarding
proceeding with the initial requirements (Reiche et al., 2018). One of the strengths is the
health and dental plan, which is providing full coverage. Along with this, reference can be
cited of group insurance and disability insurance plan, where the changes are exempted. As a
matter of specification, changes are being planned in the reward systems.
Legal considerations
Before rolling out the program, grants need to be taken from the higher authorities.
The authorities of the mergers need to be briefed about the terms and conditions of the
contracts, which would be effective for averting the instances of misunderstandings,

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misinterpretation and others. IT security department personnel need to be briefed about the
contracts, which would be effective for getting assistance in experimenting with the systems
and devices. In the planning process, consent of the employees and other staffs are needed.
Therefore, van Harten, Jasmijn, et al., (2018) is of the view that consent forms can be signed
for maintaining the ethicality in the process of deciding on the changes in the rewards and the
other human resource activities.
Risks in the result of the program
Autocratic leadership in the hierarchical structure would reduce the individuality of
the employees, which would be a challenge for embracing innovation and change.
Exploitation with the skills of the employees would be highly detrimental compelling the
staffs to encounter turnover, which would provide the contemporary brands with higher
competitive edge. As a result of this, vulnerability would be added to the market position of
HAFTO. Along with this, Dickmann, Chris and Paul (2018) opine that resistances to the
changes in the reward systems would also a risk in terms of making the program a success.
Not conducting sessions can lead to negative results in the process of embracing the planned
changes and innovation.
Benefits and its measurement
Decision making processes would involve all of the staffs, which would reflect the
participative management style. Even in the implementation of the changes and innovations,
the staffs would be involved. This approach would be effective for averting the instances of
misunderstandings. After the implementation, evaluation would be conducted for ensuring
the effectiveness and appropriateness of the change in the current business condition.
Feedbacks would also be collected from the clients for gaining an insight into the impact on
the overall productivity. Cost benefit analysis would also be conducted for mapping the
financial condition before and after implementing the change (Budhwar, 2016).

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Budget
The estimated budget for the program and the rollout has been estimated to be
$250000. This is inclusive of the labour maintenance, advertising, taxes and others. Financial
staffs would be contacted along with the trade union members for dealing with the instances
of the instabilities like high exchange rates, inflation and others. Drafts would be sent to the
higher authorities, so that external assistance can be gained before the actual rolling out the
programs. Meetings and conferences would be conducted with the finance admins, which
would be effective for gaining an insight into the means for coping up with the ways of
dealing with the instances of financial instabilities like high exchange rates and others (Al
Ariss, Akram, and Yusuf, 2016).
Measures for managing the programs
After the roll out of the plan, the HR manager need to ensure that feedbacks are
collected on a regular basis. This would be effective for gaining an insight into the
approaches of the clients and customers towards the implemented changes in the reward
systems. Along with this, mention can be made of the evaluations and audits, which would be
beneficial for mapping the journey of the customers from the initiation of the implantation of
the changes to the reactions after application of the planned change (Wood et al., 2018).
Using social media would be one of an important aspect of the functionalities of the HR
manager in terms of expanding the customer rates.
Role of the HR
Before the roll out, the HR would be in-charge of the plans, meetings, collecting data
and disseminating the important information to the clients, customers through the means of
emails. Using the policy guideline is also vital for the HR Managers to ensure that the
efficiency is maintained in the planning. After the implementation of the planned change in
reward systems and labour force, the role of HR Manager is to conduct meetings with the

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head of the departments and team members for making them aware of the change and the
benefit, it would create on the overall productivity of HAFTO (Ayentimi et al., 2018).
Introduction to the program
The program would be introduced to the management through the presentations and
drafts. Meetings would be organized, drafts of which would also be presented for enhancing
their awareness about the key aspects, which the change would cater for the enhancement of
the productivity. Approvals from the higher authorities would reflect the indication to
proceed with the proposals. Proposals on reworking on the drafts would help be effective for
detecting the areas, which needs improvements. The new joinees would be introduced to the
program through the means of induction training where they would be briefed about the
benefits of the change and the rewards and incentives planned for the exposure of better
performance (Tung, 2016).
Evaluation of success and failure
Mass participation of the workers in the trainings, positive comments about the
change on the website and social networking sites would guarantee success of the program.
Capability of the employees to make practical application of the learnt skills in executing the
activities in the on-job-training would reflect the success of the program. Using the scores of
the employees for estimating the future stage of HAFTO business would be effective
measure. Productive performance by the employees after the introduction of perks and
increments would be helpful in measuring the success rates of the program. Failure would be
reflected from incapability towards rectifying the errors (Morley, Michael and Noreen, 2019).
Handling resistances
Resistances are an evitable aspect in the businesses. In case of HAFTO, the
employees are used for working with detailed plans. This indicates that there is increased
preference for clinging to traditionalism. In this context, it is the role of the HR manager to

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ensure that proper measures are undertaken for complying with the standards and protocols of
ethical code of conduct. Rationality is needed in terms of delving deep into the mindset of the
employees. If need arises, face to face sessions can be conducted for maintaining the privacy
in fulfilling the needs of the employees. According to Podnar, Andrej and Zlatko, (2017),
these sessions would be beneficial for providing a platform to the employees for raising voice
against the injustices, which they are facing in the process of executing the allocated duties
and responsibilities. Assistance from the legal bodies would be effective for HAFTO in terms
of averting the illegal instances.
Communication to the program
Communication of the program would be through the means of email notification for
the meeting. The response to this email would reflect the enhancement of the Public relations
parameter, which is crucial in the human resource management. Along with this, using social
media would increase the trafficking of the audience towards the brand image (Warner,
2017). Uploading the information of the changes and the updates would enhance the
awareness of the clients and customers regarding the latest trends. In this context, mention
can be made of the feedbacks, which is effective for maintaining two way communications
for gaining an insight into the approaches towards the proposed and implemented changes.
Director needs to be involved in the communication process, which would be effective in
terms of maintaining proper communication towards placement of the program in the current
business context of HAFTO (Tung, 2016).
Conclusion
Legal considerations would be crucial for HAFTO in terms of averting the illegal
instances. In this context, risk assessment holds an important place for ensuring the wellbeing
of the employees. Cost benefit analysis relates with the journey mapping, which would be
crucial for assessing the position in the current competitive position of the market. Proactive

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approach of the HR manager would ensure the success of the program. Resistances to
changes are one of the crucial aspects, which would be fruitful for maintaining the
traditionalism of the workplace.

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References
Al Ariss, Akram, and Yusuf Sidani. "Divergence, convergence, or crossvergence in
international human resource management." Human Resource Management Review 26.4
(2016): 283-284.
Ayentimi, Desmond Tutu, John Burgess, and Kerry Brown. "A conceptual framework for
international human resource management research in developing economies." Asia Pacific
Journal of Human Resources 56.2 (2018): 216-237.
Brewster, Christopher, et al. International human resource management. Kogan Page
Publishers, 2016.
Budhwar, Pawan S. International human resource management. Edward Elgar Publishing
Limited, 2016.
Dickmann, Michael, Chris Brewster, and Paul Sparrow, eds. International human resource
management: contemporary HR issues in Europe. Routledge, 2016.
Morley, Michael J., and Noreen Heraty. "The Anatomy of an International Research
Collaboration: Building Cumulative Comparative Knowledge in Human Resource
Management." (2019): 341-354.
Podnar, Klement, Andrej Kohont, and Zlatko Jancˇicˇ. "Employee development in the
international arena: internal marketing and human resource management
perspectives." Strategic International Marketing: An Advanced Perspective 153 (2017).
Reiche, B. Sebastian, Anne-Wil Harzing, and Helene Tenzer, eds. International human
resource management. SAGE Publications Limited, 2018.

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Tung, Rosalie L. "New perspectives on human resource management in a global
context." Journal of World Business 51.1 (2016): 142-152.
van Harten, Jasmijn, et al. "Special issue of international human resource management
journal HRM and employability: an international perspective." (2017): 2831-2835.
Warner, Malcolm. "Book review: International human resource management and global
business." (2017): 90-92.
Wood, Geoffrey, et al. "International Journal of Human Resource Management (IJHRM)
Special Issue on: International human resource management in contexts of high
uncertainties." (2018): 1365-1373.