International Human Resource Management: Papadeli's China Expansion

This report examines Papadeli's strategic international human resource management approach as it expands into China. It identifies the company's business strategies and needs, analyzes the political, legal, socio-economic, and physical environment of both the UK and China, and outlines job analysis and descriptions for key roles like the marketing manager. The report further details the cross-cultural training and support necessary for successful expatriation, including various training approaches, duration considerations, and the importance of cultural awareness for both the company and the host country. Ultimately, the report concludes that a well-structured IHRM strategy, tailored to the unique cultural and market dynamics of China, is crucial for Papadeli's success in this new venture. Desklib provides access to similar reports and study resources for students.

International Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................2
PART-A...........................................................................................................................................2
Identifying business strategy and needs.................................................................................2
Country analysis.....................................................................................................................3
Job analysis and job description.............................................................................................4
PART-B...........................................................................................................................................5
What does cross-cultural training involve..............................................................................5
What will cross-cultural support involve...............................................................................6
Why cross-cultural is important for the company and for the country...................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Human resource management is related with the process of recruiting, selecting and
providing training to the employees according to the requirement. They also work for many other
factors which covers providing appraisal to the right employee and to also see that the work
environment is positive(Waseem, ur Rehman and Haq, 2021). International human resource
management is related with this only where it helps in making the identification and study of
human resource so that the company could be able to leverage fully the HR resources to gain a
competitive global advantage. It is considered to be wider scope as considered to the other
concepts as compared with that of domestic human resource management functions. Papadeli
which is having its headquarters in UK provides the most delicious baked products to consumers
where they will be making the expansion in China. This report will cover business strategy and
needs, country analysis and cross cultural support package.
PART-A
Identifying business strategy and needs
Company goals and objectives of expatriation
Goal- The main reason because of which Papadeli would like to make the expatriation from UK
because of the political issues because of which they have to make the modifications of their
business policies in a very short interval of time.
Objective- The main objective for doing the expatriation is because the company would get the
higher profits achieved in China because it is also a growing economy and the demand of bakery
products are high in that market.
Nature of expatriation
This is happened because the company objectives might not be achieved while working in a
home market. At some period of time it is happened that the business just wants to make the start
of their work and after when they achieve success then they would try to find some another
country which will provide them the good revenue and success(Kim, Su and Wright, 2018).
What will be the product and the potential size of market
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Papadeli will be coming up with the Chicken tart, berries and cream tart and the cakes of
different types of cakes will be provided to people. The potential size of China market is in
trillions.
Is there any demand to justify the international strategy
The demand of such type of products is always their in the market and the flavours and
uniqueness which will be provided by Papadeli will be different from those which are provided
by usual shops and big businesses.
Country analysis
Country analysis of parent and host is explained below-
 General values- The values which are present in UK is to make the application of laws
which is most important for every business(Farndale, Mayrhofer and Brewster, 2018). It
also makes the consideration of the work which is required to be completed on time so
that the consumers can get the products timely. In China, punctuality is not focused much
as compared to that in UK as they gives the time. The rules and regulations are strict but
the business culture is considered to be much higher.
 Political/legal/socio-economic situation- Considering the economic situation of UK then
it is the best because it is a growing and a developing economy which provides several
benefits to the business to make the establishment of their business. The legal conditions
in China is related with civil law systems and have the administrative rules and
regulations which must be followed by the businesses. The political situation of China is
also stable with which the business can conduct their working without any issues.
 Social institutions- Social institutions are considered to be those organisation in which
several people come together for the similar objective. In UK there are many social
institutions which are present to provide the benefit to the general public. These social
institutions are developed on the basis of helping the people who are affected with some
issues. Considering the existence of social institutions in China then they are very less in
numbers compared with that of UK(Bučiūnienė, I 2018).
 Standard of living- Considering the standard of living of people then it is above many
successful countries if it has to be compared with personal security, income and wealth of
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people and the status of people. If the status of people will be high then the spending will
be made accordingly. If making the comparison with that of UK then China will not be
considered as the economy which is having higher standard of living. It is because there
are higher level of inequality and high percentage of poverty because of which standard
of living is not developed.
 Physical environment- Physical environment is related with the place in which people
are making interaction with the physical factors and the land, water and the
environment(Park, Bae and Hong, 2019). The physical environment in UK is varied
greatly where the topography of China includes highest peak, different sought of river
valleys which provides good and fresh environment to people so that the livelihood can
live happily.
Job analysis and job description
The job position which is required to be filled in the business is of marketing manager.
JOB DESCRIPTION
Job Title: Marketing Manager
Post Number: 16/85/526
Grade: Marketing Spine
Job Purpose:
The main purpose of marketing manager is to work for the promotions and making the
positioning of the brands so that consumers can get to know about the company and the
products which they are selling.
Key role and responsibilities:
 Identify the potential markets with which the business must establish their business so
that they can achieve success.
 It is required from them to create a marketing plan as how the activities of marketing
will be taking place.
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 To make the analysis of the advertisement campaigns which they have designed that if it
beneficial or worth.
PART-B
What does cross-cultural training involve
The concept of cross-cultural training
Cross-cultural training involves the training which needs to be provided to the employees
related to differences which are their in culture. This training is given to employees so that they
can learn the cultures of different nations because if they have to make the interaction between
those employees who are working in any of the business and which has come from different
culture so that they will not feel any awkwardness (Collins, Zhu and Warner, 2018). Cross
cultural training is important if the business is setting up in another country and is involving
different nations of people.
Approaches of cross-cultural training
There are different approaches of cross-cultural training and those are explained below-
 Cross-border business- It says then when the business wants to make the entry in new
market or they are making any negotiation in the projects with those businesses in
another country with which they are doing business then it becomes very important for
them to have the full and relevant information about the country culture. If this will be
used by Papadeli then they would be able to provide the significant training to the
employees.
 Multicultural terms- It has been seen that when the work is assigned to any of the team
then in this case there are different people who have come from different backgrounds.
So, it is very important that the management of a business have provided them the
required training in order to fulfil the objectives of a business(Yan and et. al., 2019).
 Global executives- When the person is working in any of the project which is related
with the another country then this helps them to learn new language at a faster pace. But
they might feel conscious at some period of time so for this it is important for them make
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effective communication with the people which will be useful for them to adapt to the
changing environment and in building good relationships. Cultural and personality assessment tool- This is the another methodology which can
be used by people in order to develop the intercultural interconnections. For the people
who are working at different levels wants to make the success in the language and the
culture so that they does not feel any problem in that and cultural and personality tools
helps them to do so.
Duration
The length of any training is dependent on the type of investment which the business
wants to make in order to fulfil the objectives of a training(Yamin, 2019). Papadeli is a large
business which provides all type of bakery products according to the requirement of a market so
that people can get the things which they want. If the budget of a business will be high then at
that time the training can take place for a larger amount of time. They will see that all the
employees are working according to the requirement. If the budget will not be high then in this
case the training will be taking place for a shorter period of time which will be in days.
When it will be provided
Papadeli management will be providing this training to their staff at the time when they
will be making the establishment of their business in China. As they include all type of things
which covers to provide the products and with that the classes so that people can learn more
about baking(Chang and Chin, 2018). This is very important so that employees from both the
countries does not make an create any sought of awkward feeling for each of them. They training
will be given to them in the beginning when Papadeli will be starting its business in China,
which means before the commencement.
What will cross-cultural support involve
In the cross cultural training their are various things which needs to be included in it so
that the training can provide them the best results and it can come out in a most productive way.
In the cross cultural training their will be different methods which will be included involving the
different communication methods. Their must be a procedure for it which will be helpful for both
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the parties to make the understanding that it helps in increasing the ability of cross cultural
performance. Cross cultural support training will be related with the communication so that the
employees could be able to learn different languages. It provides the ability to employees to
develop the information related with that of cross culture things and in the training all the things
which covers the learning of the languages is provided in the process of training. Cross cultural
training is all about to crate awareness to the employees in order to make them learn about the
things by which they can learn about the things an culture which is their in any country. Thus,
Papadeli employees will have to learn about the culture and language of China so that they can
function effectively.
Why cross-cultural is important for the company and for the country
Cross-cultural is important for the company because with that the management of a
company would be able to learn about the things which is required for making the functioning in
another country. Cross-cultural is important because with that they can learn the languages and
the culture which is important to frame the objectives(Stankevičiūtė and Savanevičienė, 2019). If
the objectives and goals of Papadeli will not be framed in accordance to the country culture then
they would not be able to achieve the success in new market because they will be providing
those products which is famous in their home country.
CONCLUSION
From the above report it can be concluded that there are various reasons because of
which companies wants to leave their country and wants to make the expansion in another
country. To do such thing, they check that whether it will be profitable for them to make the
expansion. So for this they makes the analysis of the country in which they will be expanding
and from where they will be leaving. The cross-culture is also an important factor which needs to
be considered as with the expansion of the business this is also an another factor where the focus
of company is present.
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REFERENCES
Books and Journals
Bučiūnienė, I., 2018. The transformation of economies and societies in Central and Eastern
Europe–how has it contributed to management and organisation science?. JEEMS
Journal of East European Management Studies. 23(4). pp.693-701.
Chang, E. and Chin, H., 2018. Signaling or experiencing: Commitment HRM effects on
recruitment and employees' online ratings. Journal of Business Research. 84. pp.175-
185.
Collins, N., Zhu, Y. and Warner, M., 2018. HRM and Asian socialist economies in transition:
China, Vietnam, and North Korea. In Handbook of Research on Comparative Human
Resource Management. Edward Elgar Publishing.
Farndale, E., Mayrhofer, W. and Brewster, C., 2018. The meaning and value of comparative
human resource management: An introduction. In Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Kim, S., Su, Z.X. and Wright, P.M., 2018. The “HR–line‐connecting HRM system” and its
effects on employee turnover. Human Resource Management. 57(5). pp.1219-1231.
Park, O., Bae, J. and Hong, W., 2019. High-commitment HRM system, HR capability, and
ambidextrous technological innovation. The International Journal of Human Resource
Management. 30(9). pp.1526-1548.
Stankevičiūtė, Ž. and Savanevičienė, A., 2019. Can sustainable HRM reduce work-related stress,
work-family conflict, and burnout?. International Studies of Management &
Organization. 49(1). pp.79-98.
Waseem, S.N., ur Rehman, N. and Haq, M.A.U., 2021. Enhancement of operational performance
through strategic hrm practices: A case of banking industry. Journal of Social Sciences
and Humanities. 60(1). pp.1-32.
Yamin, M.A.Y., 2019. The mediating role of ethical organisational climate between HRM
practices and HR outcomes in public sector of Saudi Arabia. International Journal of
Business Excellence. 19(4). pp.557-573.
Yan, J. and et. al., 2019. High-commitment organization and employees’ job performance: The
roles of the strength of the HRM system and taking charge. International Journal of
Manpower.
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