Five Intercultural And Global Challenges That Human Resources

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02 Nov 2017

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Project Background

Human Resources consist of set of individuals who make up the workforce of an organization, business sector or an economy.

Each department charged with finding, screening, recruiting and training job applicants, as well as administering employee-benefit programs. Human Resources play a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

This project is based upon understanding human Resource Management, its roles and importance.

This includes intercultural and global challenges that human resources might encounter from moving to a new location. Also entails methods used to forecast and determine human resource in the new subsidiary, the strategies that would be used for the recruitment and selection process for the new coming into the business.

My main purpose for bringing this business into Jamaica is to deliver quality service to our clientele base, so that we can become the leading courier service in Jamaica and around the world. Bringing a company like this into the country would bring about international recognition from other countries because they would want to use our recognizable brand to deliver their products worldwide.

Literature Review

According to Susan M. Heathfeild- Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

According to William R. Tracy- Human Resources evolved from personnel as the field moved beyond paying employees and managing employee benefits. People are an asset that must be hired, satisfied, developed, and retained.

According to Douglas McGregor an American psychologist presented theory x and theory y in "The human side of enterprise" in 1960.

"The Theories X and Y are used extensively in management to formulate and develop motivation and positive management styles, strategies and techniques. It remains central to the organization development and in improving organizational culture."

"Theory X- assumes autocratic management. The theory says that managers under Theory X assume that most people are naturally lazy and need to be controlled and supervised. They think that people need to be motivated all the time. One of the notions that Theory X managers have towards their people is that they are not very smart and they need good encouragement to do good work."

Theory Y-Assumes democratic management. The theory says that managers under Theory Y assume that most people like to work. The managers assume that they have self-control. They assume that people can motivate themselves and want to do good job. One of the important notions that Theory Y managers have about their people is that they are smart."

I have applied and practiced these theories to my company.

Objectives

To become the most trusted name in logistic services industry not only in Canada but also around the globe.

To provide skilled personnel for the country.

To create employment opportunities and also to make profit.

To supply the customers with quantitive products so that they will feel satisfied.

Methodology

The research will be conducted as follows by the use of text books, digital library (internet), classroom discussions and notes from Mr Milton Watkis.

This research was conducted in February 2013 for the completion of the human resource management assignment using Colbourne Colleges’ school library, the use of the World Wide Web (internet) and also a community library.

The research was done in partial fulfilment of my business degree.

I have chosen to use secondary sources to gather all my information in aid of completing this research.

Five (5) Intercultural and Global challenges that Human Resources are likely to encounter in the Miller Express Courier Services (MECS).

Communication- Language Barriers

Coming from a French speaking country, our HR department will encounter some challenges as it pertains to the language barriers between the two countries. We will face these challenges mainly because some of the HR department may not be familiar with the English Language.

Technological Challenges

This is the second biggest challenge a HR department faces. A major challenge is gaining access to technological tools and current information. Because Jamaica isn’t technologically advanced, this leads to the company failing to provide an environment where they can provide customers with information conveniently over the internet.

Inflation

The price of the Canadian dollar is not at a fixed rate in Jamaica, this can cause problem with the prices of sending packages overseas. Inflation causes uncertainty which increases risks. This would lead to them finding other means and ways to deliver/receive their packages, an example of this is having a family member or friend bring your packages to and from their destination. This is also a disadvantage for the company has they can lose customers this way.

Compensation- Wages and Benefits

Compensation will not guarantee you that an employee will stay with you but in addition to their wages and salaries a benefit builds up their compensation package.

Sexual Discrimination (Gays and Lesbians)

Homosexuality isn’t widely accepted in Jamaica. Homosexuals often deal with inequality in their company, such as unlawful termination or harassment. Having a homosexual working for my company will lead to some of my workers feeling uncomfortable and willing to back out of work related projects for the company. An employee will feel as if they would be hit on while working with a particular person with the same sexual orientation. This can also be a disadvantage because it can tarnish the image of the company as people may portray that the company is promoting homosexuality.

Methods use to forecast and determine Human Resources requirement in my subsidiary.

According to (business dictionary, 2013) forecasting is a planning tool that management uses to analyse future trends of a business. Forecasting uses information from the past and present to identify expected future conditions. Therefore the forecasting methods that would be used by Miller’s Express Courier Service Limited are:

Technological or Qualitative Forecasting

 By using this method would help us to predict long-term trends in technology and other important aspects of the environment.

 Explanatory or causal models 

This method would help us to identify the major variables that are related to or have caused particular past conditions and then use current measures of those variables (predictors) to predict future conditions.

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Trend Analysis

This is where we will go about looking at the trends that the data has and using these trends to help forecast future values or values outside the measured data.

The Jamaican Labour Laws and their impacts on the firm.

Employment Act (1974)

The employment act stipulates the relationship between an employer and its employees. Therefore having an employment relationship with the employer and employee will create a sense of unity and cohesiveness. This act would affect the business negatively if the employers and employees didn’t get along because it would cause conflict in the organization thus causing productivity to slow down.

Holiday with Pay Act (1974)

This act is about the payment that is made to a worker during a holiday. This act would affect the company because employees are being paid for

Minimum Wage Act (1938)

The minimum wage act is a statutory fixing of minimum wages that is paid to skilled and unskilled labourers. This type of act would affect the business significantly because persons would not be willing to work for minimum wages, so it would cause the business to have more capital resources than human resources.

Strategies used in the recruitment and selection process of new staff.

Identifying the Vacancy

This is the first stage of the recruitment process; a number of considerations have to be taken into place, such as the position(s) that is/are vacant, the number of persons that are needed, what qualifications are needed and what are the duties to be presented.

Job Analysis

This is the process by which I prepared a job description and outline the details of what skills and qualifications are needed for a position. This is also used to make sure the training and development activities are intensive and operational.

Advertising the Job

After finally analysing the positions needed, this is where we can take the next step by trying to locate the required and qualified candidates for the positions(s) that need to be filled.

Short listing and identifying prospective employees

This includes going thru applications from candidates who are interested in the job positing being offered.

Interviewing the Selected Candidate

After going thru the applications for potential candidates for a job, this is where these candidates are called in to do a face to face interview to try and get the chance to learn more about the likely future employee.

Conducting the interview and decision making

Training and Development Process for New Staff.

On the Job Training:

Self-Assessment

This is a test that is given to an employee where it test his/her skills and abilities and also his weaknesses and his/her strengths. This test can be done via the internet. After the employee has done the test, it is then sent to the supervisor for evaluation.

Job Rotation

Once an employee has mastered the area he/she is currently working in. it is wise to give him/her the opportunity to work in a different department to further improve his knowledge and skills.

Job Expansion

Once you have seen that an employee has the potential to finish a task satisfactorily before the given time. You can consider assigning additional duties if you see fit.

Employment contracts for new staff

Full-Time Contract

With this contract worker are expected to work a full week on a regular basis. This contract normally comes with benefits that are not typically offered to temporary, part time or flexible workers. Having a full time job is often considered a career as it pays more and carries more hours. My reason for using this contract is because it is cheaper to pay my workers monthly or fortnightly comparing to paying part time workers every week.

Traineeship/probationary Period Contract

This contract is a legal agreement between the employer and employees and also a parent or guardian, if the trainee is under the age of 18. A reason for using this is to try and see if the candidate is fully capable and reliable enough for the job.

Seasonal Employment Contract

This form of contract is about employees finding seasonal jobs at Christmas, Easter and summer times. A reason for using this type of contract is to help out in certain holiday seasons such as Christmas, where the delivery of packages tends to increase significantly.

Compensation and reward systems for staff

According to (Heathfield, 2013) compensation is the total amount of monetary and non-monetary pay that is provided to an employee by an employer in return for work carried out. Therefore the compensation and reward system that Miller’s Express Courier Service Limited will use are:

Fringe Benefits

By using this type of compensated benefit would allow us to attract and retain competent and qualified workers. It would also help to motivate employees’ performance and to provide direction to their efforts.

Direct Financial Benefits

Consisting of pay received in the form of wages, salaries, bonuses and commissions provided at regular and consistent intervals

Indirect Financial Benefits

Including all financial rewards that are not included in direct compensation and can be understood to form part of the social contract between the employer and employee such as benefits, leaves, retirement plans, education, and employee services

Non-Financial Benefits

 Referring to topics such as career development and advancement opportunities, opportunities for recognition, as well as work environment and conditions

Methods used to evaluate the performance of staff.

Management by Objectives (MBO)

Miller’s Express Courier Service Limited will use the management by objectives method to evaluate the performance of their staff members by how well the employees will meet the organizational goals. One of the foci will be on customer service. Areas of assessment will look at result driven, kindliness, integrity, trust, loyalty and communication.

Performance Management System

This evaluation method is about the performance of employees to work towards accomplishing the organizational goals. This type of staff performance is done twice a year, in midterm and end of year for sales asset as well as behaviour.

Multi-Rater System

When you use the multi-rater system it allows you to evaluate the employee’s performance on a regular basis. This method tests the employee’s strengths and opportunities. This is done by having 5-10 employees request assessments of them and then have the results passed down to the employees for further evaluation. This type of performance evaluation can be done once a year.

Recommendations

The company should renew their talent development effort to incorporate the capability to meet these challenges.

The company need to have a talent management strategy

Conclusion



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