5HR006: International Human Resources- the Key Issues Assignment Sample 2023
1. Country Profile
1.1 PESTEL Analysis
This report has represented the PESTEL analysis to understand the advantages and issues of external factors that are discussed below.
Political factors: The country United Kingdom (UK) is popular as a stable country or constitutional monarchy as it does not have any political affairs. Reports of UK stated that all higher and small business organizations of every industry have capabilities to build a relation bridge with other countries (Christodoulou and Cullinane, 2019). Government of the UK is proactive to control political parties, liberal democracy and politicians’ actions by using human rights. On the contrary, the UK has many issues with its hidden corruptions that can affect economic loss.
Economic factors: The popular and most powerful country UK has the support of Foreign Direct Investors who spend their resources and capitals in individual business industries. Government of the UK has launched a business tax policy and according to the policy business organizations have to pay a minimum 18% tax (Düerkop and Huth, 2017). This business policy influenced many foreign and local investors to spend an amount in UK business industry to drive business growth flourish.
Social factor: The UK population is going to be 74 million at the end of 2039 that impacts both labor and health care systems. The government reports stated that the higher education cost of UK has been enhanced every month with hostel charges that results in minimization of students’ admission from foreign countries. This scenario negatively impacts on UK economy but the population issue can make numerous facilities of employment for the locals of the UK.
Technological factor: Developed technology and largest research institutes are located in this country which has the power to break all economic records of the UK business industry with consistency. The technological factors are so advanced that help the business organizations to mitigate marketing challenges by reducing cost to meet customer satisfaction and market profit.
Environmental factor: Business organizations can face some issues with the changeable environment such as climate, environmental pollution and weather that can hamper the business chains. UK government, charity and private corporations and local communities have already made significant and efficient ideas for recycling, less plastic wastages and uses of eco-friendly products to reduce pollution (Christodoulou and Cullinane, 2019).
Legal factor: Government of UK focuses on human rights; employees act to maintain a safe and healthy environment with every business organization. The Employee Act of 1996 is followed by overall business organizations which provide seek pay, holiday pay, paternity, maternity leaves and decision-making right to satisfy employees. The UK government has announced the equality act to protest against the complaints of color and gender (Düerkop and Huth, 2017).
1.2 Company Example
The well-known multinational retail company Walmart stated that its human resource (HR) professionals have faced huge problems with employee performances. Lack of employee energy and morale can destroy the initiations of successful working that decrease the economic profit of Walmart by low productivity and service. The HR professions have determined the issues with less morale among employees during their job rotation and incentive approaches. In the time of the COVID-19 pandemic, HR professions of Walmart were not able to provide job security to their employees and employees’ insecurity has hampered productivity (Saghir and Aston, 2017).
Another multinational and second largest mining and metals company of the world RioTinto has also reported that HR professionals were faced issues with the changeable environment of the UK. Economic factors have created critical problems for HR professionals of RioTinto that includes ethics, organizational culture, downsizing, demographic during redesigning of company roles. HR professionals stated that their actions are not equally regulated by staff and employees that impact on their productivity and product quality (Rodriguez et al. 2019).
1.3 Analysis of Challenges
Every HR professional has faced huge challenges during changing of management systems to move forward the business according to market demand. The main challenge of HR professionals is development of leadership skills which creates lots of problems including business structure, requirements, and proceeds. HR professionals need to determine the effectiveness of individual employees’ performance that is a potentially challenging part of business operation (Cooke et al. 2019). Any error in this performance measurement can affect the working capacity of HR management. Hiring qualified and skilled employees with all criteria for individual positions of the business organization can increase difficulties for the HR professional. Lack of opportunities to develop employee skills and knowledge can result in job leaves of employees from the workplace and organization can easily blame their HR professional. The HR professionals can face the ultimate challenge of understanding the corporate field for the future growth (Tambe et al. 2019).
2. Internet Research
2.1 Concept of Modern Slavery
Modern slavery is considered as the vital topic to concern the worldwide governance and international laws that illegally explore the opportunity of economic or personal gaining. The concept of modern slavery includes human trafficking, force labour, child labour, force marriage and sexual exploitations. Modern slavery concept has opposed the historical impacts on the both illegal and legal slavery. Majority of victims of modern slavery are women, 70% women around the world are forced to marry or domestic work and according to this modern slavery victim cannot refuse to work or marry (Landman, 2020). The youngest victims of the slavery are children, many reports shows that children are found in slavery such as victims as sex worker, forceful marriage for money and forceful domestic work.
Modern slavery has approached the concept of addressing dangers to neglect the diverse factors slavery for the purpose of economic exploitation. Rural committees and children are the major effects of modern slavery, around 39 million men, children and women are suffering in the entire world. The concept of focusing on modern slavery is to shift the movement of labour condition into the trafficking that create huge violence, recruit and threats to drive force prostitution (Phung and Crane, 2018). People try to end up the trap of modern slavery as they faced vulnerable to being exploited and ticked as well as trapped because of exclusion and poverty. Poverty is the main cause which forces humans to do such risky jobs for providing food and happiness to their families.
2.2 Problem of Modern Slavery for Multinational Business Organization
Multinational business organizations can face some critical problems that can hamper their brand image and company reputation of having slavery within the organization. Companies can lose their higher resources and support from foreign investors if their business supply chain can explore the documentations. This slavery news of any company can destroy the confidence and support of consumers to this particular company. In case of regulating the extra sourcing from suppliers, the government has the power to take immediate action against the business organization (Crane et al. 2018). This incident can cause minimization of customers’ purchasing from the particular business organization and create competitive advantage for their competitor organizations. Consumer as well as government action can impact negatively on the economy of business organizations about 2.5 euro billion by the end of per year.
Individual employees and companies of business organizations can face numerous challenges regarding legal repercussions if company suppliers are hidden connected with illegal conduction. The Government of the UK has announced a business rule to ensure that business organizations have processing supply chains without forcing their labours to do work. Supply chains which are free of forced labour do not have chances to close their business due to economic loss (Monciardini et al. 2021). In order to impress the investors to invest amount in the particular company, business organizations have to clear their track records from slavery that can indicate the requirements based on financial and cultural considerations. Recent reports of UK stated that laws and policies are implemented to regulate each part of business supply chain to prevent the causes of slavery.
2.3 Explanation with Example
Barclays Bank of London was traced to have link with slavery that cause great financial benefit of the bank. The UK government was succeeding to determine their links with slavery that had the power to indicate the role of empowerment of having slavery in the operation firm. On the contrary, the spokesman of the bank named Barclays has said that the history of that particular bank was similar with other institutions but governance had not examined their operation processes (LeBaron and Rühmkorf, 2017). He also said that the bank was committed to forward cultures, diversity and equality among the customers to swerve their services. Government had decided to merge the bank Barclays with Colonial bank due to having connection within slavery or compensation of slavery.
The largest supermarket of the UK named Marks and Spencer has involved with the corporate leading that drives modern slavery. The development international reports stated that, this famous company has traced to link up with modern slavery according to the index rank of business. The Lloyd banking groups were linked with Marks and Spencer during the alcoholic beverage giant of business organization. The index ranking of business revealed that 37% of food supply chain of Marks and Spencer was involved with modern slavery (Stevenson and Cole, 2018). This supermarket has given a written statement that they were implement the slavery act as cultural responsibility in its business supply chain to mitigate the risk of human trafficking and child labour. In the end of 2019, Marks and Spencer has reported at least 535 cases regarding child labour and human trafficking to the helpline of government.
3. Short Essay
Advantages of Providing Employee Cultural Training for International Works
Cultural training of organization training is a potential functional event which helps the business organizations to encourage employees for developing their knowledge and creativity skills. Business organizations need to approach cultural training programs to measure the growth of employees’ performances towards their given job roles and responsibilities (Rodriguez and Walters, 2017). Trained employees with proper culture and ethics are more capable to understand the responsibility and conditions to complete works and this gives confidence to them. The concept of cultural training is to enhance the job performances of individual employees by increasing their encouragement and confidence. Cultural training can be helpful for business organizations to increase employee engagement and productivity that improve net profit from the competitive market.
The actual purpose of cultural training of employees is to develop and improve their employee satisfaction and morals that are able to secure employees value and safety within the organization. Orientations of culture training can bring the facility to enhance the learning experience of employees regarding their job positions. Different employees come from diverse cultural backgrounds so that they contain different concepts and knowledge from different cultures and this creates some understanding problems. This scenario can affect the operation business organization, and employees cannot initiate to work together for their different mindsets and conceptual cultures (Halawi and Haydar, 2018). Business organizations implement cultural training programs of their employees to reduce the cultural differentiation of various backgrounds that can ensure the consistency of employees’ experience and knowledge. Cultural training of employees helps the business organizations observe their regular performances for determining the weakness and strengths of employees.
Business organizations need to recheck their employees’ existing knowledge and skills before creating the cultural training programs for assessing their cultural activity towards the present scenario of the organization. The application of employees’ cultural training can help the organization to improve the quality of their products and services to meet customer satisfaction. Cultural training programs can help the business organizations to increase the knowledge of market trends among employees (Phanphairoj and Piromsombat, 2019). This knowledge helps employees to maintain the trends of the market and customers’ demand with products and active competitive advantages from the marketplace. In case of maintaining market trends, business organizations can easily influence their customers by repeating orders and achieving their expectations because customer satisfaction impacts on positive feedback. Customers’ positive feedback has the capability to enhance brand reputation within minimum time that also acts as employee motivation to improve their work engagement (Kimiloglu et al. 2017).
Employees can explore with the facts and understandings about perceptions, cultural preconceptions as well as mentality, individual view of organization through the cultural training of the business organizations. Cultural training can be beneficial for the organization management to learn over their intelligence and different skills during the operation of learning employees’ ability and skills. In order to promote self-confidence and consciousness of individual employees and working teams, business organizations can adopt the cultural training programmers. This adoption of business organizations can create understanding as well sense for controlling the unexpected, certain natural or technological challenges within the organization (Ramdhani et al. 2017). All business organizations have certain issues with their barriers such as prejudices, preconceptions as well as stereotypes which can abstract the human capability for developing the understanding of different people. Ultimate advantages of cultural training are to improve the listening skill of employees that is the key ingredient of improving communication skills.
Cultural training can demystify various cultural values of different employees by presenting theory culture under the shed of organization’s lights. Business organizations can decrease the barriers that can offer the opportunity of making more loyal and stable relationships between suppliers, employees and sponsors through cultural training. Cultural training helps the business organizations to build mutual understanding among employees and results in creation of trust by lowering the effect of barriers. Business organizations believe that trust has the power to naturally allow more productivity as well as co-operations to activate their created goals within the workplace (Sit et al. 2017). Another advantage of cultural training is that employees are going to be more aware about their job roles, given responsibilities and understand the techniques to complete their jobs successfully. Cultural training can allow employees to determine the potential issues within the workplace with traditional methodologies in every individual angle. Business organizations can motivate, innovate and improve employee flexibility in various ways for resolving the problems (Phanphairoj and Piromsombat, 2019).
4. Individual Personal Reflection
4.1 Important Topic for Module
Module on business management is a suitable aspect to give better recognition for aspirants about knowledge in business sustainability. Important topics that are discussed in this module are given below in detail with proper explanation.
- Aspect of modern slavery system
Modern slavery is a fact that is responsible for positional diversification of work culture. In modern days, communication between upper-level employees and lower-level employees requires a number of boundaries as well as its execution. During my coursework, lesson about modern slavery has given by tutors. This has helped me to understand the current business environment and analysis of business propositions can be possible with high viability (Poldrack, 2021). As a result, I am able to increase my knowledge regarding the business situation of modern times along with the application of such context in a suitable environment.
- Challenges for HR in UK
In recent cases, HR professionals are facing serious issues in resourcing attractive talents within the workplace. During my coursework, I came to know that HR professionals have the responsibility to measure the working performances of individual workers and groups of the business organizations. My professors informed me that business organizations can blame HR professionals if any errors and such kind of organizational diversity happens within the workplace. HR professionals have faced other challenges with retention of existing employees, customers and productivity ratio causing issues for them (Whyte, 2020).
- Importance of cultural training in business
In my coursework, I have learned that cultural training has the power to enhance employees’ working ability and their interpersonal skills. Cultural training can explain the information and facts of organizational perception, cultural conceptions as well as conceptual thoughts. These abilities can improve leadership skills within the business organizations. During my coursework, I have learned that cultural training can improve the communication skills among employees and motivate them to enhance their work engagement to increase productivity and services.
4.2 Application in Future
- Aspect of slavery system can be applied in future and it can be beneficial to generate my career opportunity better. This is a modern fact of business that has to be known by all aspirants to develop their career in near future. In order to understand this context, debt bondage activities can be understood in detail that in turn can help to concern on future aspects of business HR management.
- Human resources seek for moving towards growth in a collaborative manner with the employees. Management of different cultures and society is the main task performed by the HR professionals. Challenges faced by HR professions are managing the values of all the different cultures. AS a HR I need to respect the values of each and every individual in an organization. Awareness about the new practices in the organization needs to be adopted to keep the employees updated about the business proceedings (Kayasheva and Pozina, 2019). As a HR I need to keep knowledge about the technological advancement of business to keep employees updated about the new innovative technologies.
- Human Resource is needed to keep a check on the cultural diversities of an organization. Organization consists of different cultures and society working together for a particular cause. As an HR I need to provide an environment of respect for all the ideas and cultures of different societies. I need to work for the empowerment of the employees who are unable to express their thoughts and provide them with a comfortable environment (NEWCOMB and DUQUET, 2017). In need to create an environment of knowledge sharing among all the individual employees to keep them motivated towards the goal of business. Providing employees, a sense of respect will help me increase the work flow thereby making a positive environment to work for better purpose.
References
Topic 1
Christodoulou, A. and Cullinane, K., 2019. Identifying the main opportunities and challenges from the implementation of a port energy management system: A SWOT/PESTLE analysis. Sustainability, 11(21), p.6046. https://www.mdpi.com/2071-1050/11/21/6046/pdf
Cooke, F.L., Liu, M., Liu, L.A. and Chen, C.C., 2019. Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights. Human Resource Management, 58(5), pp.455-471. https://www.researchgate.net/profile/Leigh_Anne_Liu/publication/335423159_Human_resource_management_and_industrial_relations_in_multinational_corporations_in_and_from_China_Challenges_and_new_insights/links/5f21802e92851cd302c5f422/Human-resource-management-and-industrial-relations-in-multinational-corporations-in-and-from-China-Challenges-and-new-insights.pdf
Düerkop, S. and Huth, M., 2017. Transportation under Threat–A PESTLE Analysis for Critical Logistical Infrastructures. ICTA2017, p.14. https://www.researchgate.net/profile/Adewole_Oladele/publication/320931921_Effective_Maintenance_Safety_and_Funding_for_Sustainable_Transport_Infrastructure_in_Africa/links/5a03326d458515713b428484/Effective-Maintenance-Safety-and-Funding-for-Sustainable-Transport-Infrastructure-in-Africa.pdf#page=14
Rodriguez, D.F., Malik, A., Abumustafa, N.I. and Jamal, A., 2019. Explanatory Power of Selected Proxies in Predicting Stock Returns of Large UK Companies. International Journal of Business and Management, 14(4), pp.72-84. https://pdfs.semanticscholar.org/d370/c74132e10dfa14890dee7a8aa8be92774b16.pdf
Saghir, M. and Aston, J., 2017. The Impact of Various Economic Factors in accessing Finance within the Business Sector: Cases from UK Financial Services Companies. https://mpra.ub.uni-muenchen.de/84052/1/MPRA_paper_84052.pdf
Tambe, P., Cappelli, P. and Yakubovich, V., 2019. Artificial intelligence in human resources management: Challenges and a path forward. California Management Review, 61(4), pp.15-42. https://www.researchgate.net/profile/Peter_Cappelli/publication/328798021_Artificial_Intelligence_in_Human_Resources_Management_Challenges_and_a_Path_Forward/links/5c5edc7f299bf1d14cb7dc5f/Artificial-Intelligence-in-Human-Resources-Management-Challenges-and-a-Path-Forward.pdf
Topic 2
Crane, A., LeBaron, G., Phung, K., Behbahani, L. and Allain, J., 2018, July. Innovations in the business models of modern slavery: The dark side of business model innovation. In Academy of management proceedings (Vol. 2018, No. 1, p. 13381). Briarcliff Manor, NY 10510: Academy of Management. https://journals.aom.org/doi/pdf/10.5465/AMBPP.2018.189
Landman, T., 2020. Measuring Modern Slavery: Law, Human Rights, and New Forms of Data. Human Rights Quarterly, 42(2), pp.303-331. https://www.nottingham.ac.uk/research/beacons-of-excellence/rights-lab/resources/academic-publications/2020/landman-measuring-modern-slavery.pdf
LeBaron, G. and Rühmkorf, A., 2017. Steering CSR through home state regulation: A comparison of the impact of the UK bribery act and modern slavery act on global supply chain governance. Global Policy, 8, pp.15-28. https://onlinelibrary.wiley.com/doi/pdf/10.1111/1758-5899.12398
Monciardini, D., Bernaz, N. and Andhov, A., 2021. The organizational dynamics of compliance with the UK Modern Slavery Act in the food and tobacco sector. Business & Society, 60(2), pp.288-340. https://journals.sagepub.com/doi/pdf/10.1177/0007650319898195
Phung, K. and Crane, A., 2018. The business of modern slavery: Management and organizational perspectives. The SAGE Handbook of Human Trafficking and Modern Day Slavery, London, UK: Sage, pp.177-197. https://www.researchgate.net/profile/Kam_Phung/publication/330079241_The_Business_of_Modern_Slavery_Management_and_Organizational_Perspectives/links/5c2c1c53299bf12be3a72aa2/The-Business-of-Modern-Slavery-Management-and-Organizational-Perspectives.pdf
Stevenson, M. and Cole, R., 2018. Modern slavery in supply chains: a secondary data analysis of detection, remediation and disclosure. Supply Chain Management: An International Journal. https://eprints.lancs.ac.uk/id/eprint/124817/1/PDF_Proof.pdf
Topic 3
Halawi, A. and Haydar, N., 2018. Effects of Training on Employee Performance: A Case Study of Bonjus and Khatib & Alami Companies. International Humanities Studies, 5(2). https://www.researchgate.net/profile/Ali_Halawi4/publication/325420167_Effects_of_Training_on_Employee_Performance/links/5b348cd74585150d23dc01e8/Effects-of-Training-on-Employee-Performance.pdf
Kimiloglu, H., Ozturan, M. and Kutlu, B., 2017. Perceptions about and attitude toward the usage of e-learning in corporate training. Computers in Human Behavior, 72, pp.339-349. https://www.researchgate.net/profile/Hande_Kimiloglu/publication/314131535_Perceptions_About_and_Attitude_toward_the_Usage_of_E-Learning_in_Corporate_Training/links/59020ad6a6fdcc8ed51175e7/Perceptions-About-and-Attitude-toward-the-Usage-of-E-Learning-in-Corporate-Training.pdf
Phanphairoj, K. and Piromsombat, C., 2019. The Influence of Cultural Training on Cultural Intelligence: a Systematic Review and Meta-analysis of Diverse Samples. Multicultural Education, 5(1). http://ijdri.com/me/wp-content/uploads/2019/13.pdf
Ramdhani, A., Ramdhani, M.A. and Ainissyifa, H., 2017. Conceptual framework of corporate culture influenced on employees commitment to organization. International business management, 11(3), pp.826-830. http://digilib.uinsgd.ac.id/5115/1/826-830%20Corporate%20Culture%20Influenced%20on%20Employees%20Commitment%20to%20Organization.pdf
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), pp.206-212. https://www.researchgate.net/profile/Kelley_Walters/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation/links/5cefe41092851c4dd01ba833/The-Importance-of-Training-and-Development-in-Employee-Performance-and-Evaluation.pdf\
Sit, A., Mak, A.S. and Neill, J.T., 2017. Does cross-cultural training in tertiary education enhance cross-cultural adjustment? A systematic review. International journal of intercultural relations, 57, pp.1-18. https://core.ac.uk/download/pdf/286883629.pdf
Topic 4
Kayasheva, O. and Pozina, M.B., 2019. Development of personal and intellectual reflection in university students in challenging learning situations. Revista ESPACIOS, 40(33), p.15. https://www.revistaespacios.com/a19v40n33/a19v40n33p15.pdf
NEWCOMB, J. and DUQUET, D., 2017. Personal Reflection: How the Ombudsman Role Changes the Practitioner. Journal of the International Ombudsman Association. https://www.ombudsassociation.org/assets/docs/JIOA_2017_2_PersonalReflection-Howtheombudsmanrolechangesthepractitioner2.pdf
Poldrack, R.A., 2021. Diving into the deep end: A personal reflection on the MyConnectome Study. Current Opinion in Behavioral Sciences, 40, pp.1-4. https://psyarxiv.com/hf5ne/download?format=pdf
Whyte, M.K., 2020. Confronting puzzles in understanding Chinese family change: A personal reflection. Chinese Journal of Sociology, 6(3), pp.339-363. https://journals.sagepub.com/doi/pdf/10.1177/2057150X20941363
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