悉尼代写-全球人力资源管理整合建议

本文主要讲述的是全球人力资源管理整合建议,Hofstede文化维度在这里可以作为了解差异的工具。例如,与大多数欧洲国家相比,西班牙是一个集体主义国家。这意味着西班牙的雇员更相信集体工作,更少相信个人工作。另一方面,与集体主义相比,英国表现出更多的个人主义。最后,可能还有组织因素,如子公司如何与母公司整合所有其他问题。为了更好地融合,必须评估和处理组织、体制和文化因素方面的任何障碍。本篇悉尼代写文章由澳洲论文通AssignmentPass辅导网整理,供大家参考阅读。

The Hofstede cultural dimensions can be used as a tool here to understand the differences. For instance, Spain is a collectivist country compared to most other European countries. This means that employees of Spain would believe more in collective working and less in individualistic working. United Kingdom on the other hand shows more individualism compared to collectivism. Finally, there could be organizational factors such as how the affiliate integrates in all other issues with the parent company. For there to be better integration, any barrier in the context of organizational, institutional and cultural factors must be assessed and handled.
Based on an understanding of the form of barriers that must be addressed, the following is the recommendation made for global HRM integration. The integration should be centralized and must be directly under the leadership and strategic vision of the CEO Edward Reardon. Secondly, the efforts are to follow a very formal model. Now this is based on Britain’s hotel management best practices, so the formalization should be adapted into the Spain hotel. Thirdly, for better transition, information management and tools must play a very major role here. Human management software is critical for transition of best practices in HRM to the new hotel. These must be developed. The existing chain hotel official website must be updated to reflect the global HRM practices. Finally, the practices must be made more people based.
The Spanish acquisition of Reardon will have its local employees work with the Hotel. This is a strategic move as the local employees who have worked with the rural hotel for long will have a better idea about the internal dynamics, and they have a better connect with the community and would be willing to work at competitive wages. However, in terms of the Hotel manager, Reardon cannot employ the existing Hotel manager. This is because Reardon wants the position of Hotel manager to be filled in an ethnocentric way. Reardon wants the position to be filled by someone from their existing UK management staff. The position is a very critical one, as it would have a direct impact on the future expansions of Reardon, and hence, Reardon wants to employ someone that would be able to emulate the successful strategies of Reardon in the UK home base in the new hotel in Spain.

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