Assignment Sample on Analysis of a Multinational Company

1.0 Introduction

In this particular assignment, it is necessary to select a particular multinational corporation for carrying out a detailed analysis. HRM is the only one part of the organization that is controlled many things and all those things are very important for the organization because in this section many principles are available and those principles are like individual development, training and recruitment of the new employees, help to communicate with the others effectively, then co-partnership and also the fair reward of the for the specific task, etc all these important factors are included in this section means they have all these responsibilities. Multinational companies are very much aware of the HRM principles because they work with many employees and they are from different countries. Every individual employee has some specific task to do but if they are not comfortable with the other employees or with the work culture of that MNC company then it is very problematic for the company so this is a very important portion of any organization.

2.0 MNC Background

MNC stands for multinational company mean in these companies they hire employees all over the world. One famous multinational company is used as an example in this assignment because the researchers are trying to convey the main message with better ideas and knowledge to help the readers (López-Santamaría, et al. 2017). In this assignment, DoorDash organizational company is chosen to analyze the HRM factors. DoorDash is a food-providing company that stays in the united state and this company mainly provides their customers the online food means this is an online-food-ordering and also delivery-platform. This company wants to play in other countries and in this assignment, the DoorDash company wants to play in Pakistan as well as the United Kingdom. So all the main responsibilities of the HRM of this company are very much important because all the employees who are from Pakistan and the Uk, the companies want to give them a comfortable zone that they can able to build a good relationship with the other countries employee. Because if they are not able to complete all the HRM responsibilities then they must face many problems in their service line. The ultimate goal of the company is to gain a good market value in Pakistan and the United Kingdom which is hampered by the lack of HRM principles of the DoorDash company. It is important to realize that the United Kingdom and Pakistan are two very different companies as they are located on different continents outside the home country of the USA. The United Kingdom is located in Europe while Pakistan is situated in the continent of Asia, hence it is evident that DoorDash is bound to face some challenges while setting up subsidiaries.

Figure 1: All the factors of the HRM principles

(Source:www.myhrm.weebly.net)

3.0 Country 1

The United Kingdom is the first country where the DoorDash company is trying to establish.

  3.1 Cultural and institutional factors

Some of the cultural factors of the UK country are the language, then the religion, next is the food and some of the institutional factors are class structure, then social relationship and the labor market, etc (M.P. and Rodríguez Romero, et al. 2017). All these factors are very important for the DoorDash company because these factors have a direct impact on the business. If any one of the factors is not suitable for the business then definitely the organization faces many major problems in their service line.

Figure 2: Institutional framework

(Source:www.researchgate.net)

 3.2 Training and the development

The first HRM principle of the DoorDash multinational company is the training and the development of the employee. In this principle, the company tries to give high-quality training to their new employees and also they try to enhance their old employees’ performance so they are always very much focused on their training programs. In the UK the DoorDash company have very good market value for their employee’s service performance because this is an online platform where all the delivery staffs are directly in contact with the customers so if any kind of misbehavior is spotted by the customer then it is very problematic for the company so they always take care of their employee’s training (Pereira, et al. 2021). All the cultural and institutional factors are very much important for this HRM principle because the labor market is an essential part of this organization and also the food because this is a food providing company and their first priority is to gain a good image from the market. This company survives in the market by one more influence and that is the social relationship. According to all factors of this country their training and development principle is able to achieve a good mark for that they hire their employees based on the ethic and experienced person. This company believes that health is important and their work culture is also set according to that. Training is the best approach for the employees’ performance enhancement not for the freshers but also they provide much-advanced training to their old staff.

Figure 3: Factors of the HRM principles

(Source: www.semanticscholar.org)

 3.3 Recruitment and selection

The second HRM principle of the DoorDash multinational company is the recruitment and selection of employees. All their employees are hired based on their work ethics and also based on their experience because this is an online food providing company and they are connected with the world through the internet so they never want to lose their good reputation for being much more focused on their selection process (L.P. and Sonko, et al. 2021). According to the United Kingdom policy, their employees are more familiar with the DoorDash companies policies, and also they are more connected with the culture of the United States. All the cultural and institutional factors are in favor of the UK employees because all the factors are very effective for them. This situation is good for UK employees (Jinqian, et al. 2019). Many other companies are also present in the UK for that these types of jobs are easily available to the locals because it’s an online-based company where the local people are much required by the company for the delivery purpose so they are able to gain some knowledge about these fields so the employees are very easily fit themselves into this company. This company believes that health is an essential factor for a food company and based on this belief they set their all work culture according to that.

  3.4 Expatriation

The third and the most important  HRM principle of the DoorDash multinational company is the expatriation of the employee. The DoorDash is a multinational company and this company’s headquarter is present in the United State of America (Isac, et al. 2021). So if this company wants to transfer some of their employees to their hometown then the employees face many problems because the currency value is not the same in the USA according to the UK and the UK currency has a higher value than US currency so the employees do not want that transfer. It is clear that no employee from the UK wants any kind of transformation but the other counties’ employees want the transfer because the US dollar has a higher value compared to their currency. This company believes that health is an essential factor for a food company and based on this belief they set their all work culture according to that.

All the cultural and institutional factors are in favor of the UK employees because all the factors are very effective for them. This work environment is very preferred to the DoorDash multinational company’s employees (R. and Utami, et al. 2021). The labor market is an essential part for this organization and also the food because this is a food providing company and their first priority is to gain a good image from the market. This company survives in the market by one more influence and that is the social relationship.

4.0 Country 2

Pakistan is the second country where the DoorDash company is trying to establish.

  4.1 Cultural and institutional factors

Some of the cultural factors of the Pakistani country are the language, then the religion, next is the food and some of the institutional factors are class structure, then social relationship and the labor market, etc (Raphalalani, et al. 2021). All these factors are very important for the DoorDash Company because these factors have a direct impact on the business. If any one of the factors is not suitable for the business then definitely the organization faces many major problems in their service line.

Figure 4: Cultural Dimensions

(Source:www.myhrm.weebly.net)

 4.2 Training and the development

The first HRM principle of the DoorDash multinational company is the training and the development of the employees. In this principle, the company tries to provide all types of training to their employees for their better performance and not only that they also try to help their old employees’ by the training programs and help them to encourage their performances so they are always very much focused on their training programs (Merziger, et al. 2021). All the cultural factors and the institutional factors are very much important to the Doordash company’s HRM principle because the labor market is an essential part of this organization and the food is the most important for the company because this is a food providing company so they must provide a good quality product to their customers that their customers are satisfied with their service and they able to gain a high market value. Because they believe that the quality is important when it comes to the food. Healthy food is the best way to gain the customers’ trust.

 4.3 Recruitment and selection

The second HRM principle of the DoorDash multinational company is the recruitment and the selection of the employee in Pakistan (Martín, et al. 2019). This company’s only aim is to provide the best quality food to their customers and the performance of every employee is loved by the customers because they hire only work ethics and experienced people for their job. In Pakistan, the factor which is very much affecting the business is religion because in this country all the people are very serious about their religion so as a British company it is tough to expand their business in Pakistan. So when this company hires their employees they are very strict on the recruitment process and after that, they are not facing any kind of problem from those employees.

 4.4 Expatriation

The third and the most important  HRM principle of the DoorDash multinational company is the expatriation of the employee. The DoorDash is a multinational company and this company’s headquarter is present in the United State of America (J.M. and Campuzano-Bolarín, et al. 2019). If DoorDash company wants to transfer some of their employees to their hometown then the employees are very happy because the currency value is not the same in the USA according to Pakistan and the US currency has a higher value than Pakistan currency so the employees are very excited about their transfer. It is very much known to every Pakistani employee that the cultural and the institutional factors are more beneficial for them in the USA because the Pakistani culture is not that good for the common people and their growth too.

5.0 Recommendation

For the assertion of the research conducted on behalf of the 3 different human resource management areas, the adequate approach to be considered for these countries must be stated for DoorDash in order to perform better without any hassle.

A good example of a multinational company that is existing in the country of Uk having a great human resource management affluence is Just Eat

A good example of a multinational company that exists in the country of Pakistan having a great human resource management affluence is Food Panda which is also prosperous across many other countries in Asia.

For the United Kingdom business if the DoorDash company applied psychological-approach and the knowledge-management-approach in their business then maybe this online-based multinational company would have a better future (Oktavianti, et al. 2021). Because of the psychological factors of the customers, if they can identify then it is sure they can achieve their target in the United Kingdom and also for the Pakistan. These two cultural approaches are the best approach for this company right now because during the pandemic situation maximum people order their food online. As an institutional approach, the global approach is best for a multinational company for both countries.

6.0 Conclusion

The given assignment involved the detailed analysis of the selected multi-national corporation namely DoorDash in the front of setting up new subsidiaries in different countries. 3 different HRM practices were selected for conducting the detailed study of the organization performing in these particular countries with respect to the particular opportunities and challenges it might be facing and it was found that DoorDash had slightly differed their nominal approach for each of the HRM practices for the country of USA and Pakistan. The cultural and institutional factors for both these countries were critically analyzed with respect to the environment on the basis of which the provident HRM approach for these countries was laid out in detail.

The performance of similar MNCs was discussed in lieu with the selected countries to strengthen the findings of the HRM practices best approach favorable for the selected countries.

Reference list

Journal

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Pereira, D.L., 2021. Analysis and Evaluation of Lean Culture Adoption: The Industrial Multinational Company Case Study in Portugal. In Reviving Businesses With New Organizational Change Management Strategies (pp. 168-181). IGI Global.

Isac, N., Dobrin, C., Raphalalani, L.P. and Sonko, M., 2021. Does Organizational Culture Influence Job Satisfaction? A Comparative Analysis of Two Multinational Companies. Revista de Management Comparat International, 22(2), pp.138-157.

Merziger, S.T., 2021. Business-government relationships in the pharmaceutical industry: an analysis of a multinational corporation in Colombia and India (Doctoral dissertation).

Martín, A.I., Bru, J.M. and Campuzano-Bolarín, F., 2019. Analysis of the Customer Service Rate and Reliability of Suppliers in a Production and Assembly Multinational Company. In Engineering Digital Transformation (pp. 167-174). Springer, Cham.

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