INTRODUCTION
Through this project we have analysed the case of Serendipity Inc., an Indian company that is considering expansion into the overseas market by setting up operations in the Netherlands. The company is aware of the fact that many of its competitors have failed in their overseas expansion attempts mainly due to the cultural differences that come into play. By conducting a thorough exploratory research through online articles, journals and ebooks on cultural differences between India and the target country – Netherlands, we have tried to identify important cross cultural issues between the two countries. Further, we supplemented these insights with primary research by conducting interviews with business managers who have worked on …show more content…
. An important aim of the HR policies in the Netherlands is to keep employees engaged and satisfied to increase employee effectiveness and productivity . Some of the important aspects of HRM in Netherlands are mentioned in the table below:
Labour Unions Unions wield a lot of influence over HRM in a Dutch organization; Determines to a significant extent the nature of employment terms and relationships; Firms like IKEA have formed their own employee associations which are not related to unions
Management Structure Dutch are indifferent to the nationality of their superiors as long as they adapt to the Dutch working culture
Employment Contract Contractual terms are strictly adhered to and hence careful attention should be paid while drafting the contracts
Recruitment Formal procedures of selection of employees; Psychological and personality assessment tests are an integral part of the employee recruitment
Training and Development Strong focus on employee development is an integral part of the HRM …show more content…
The company has a presence in sectors like healthcare, consumer lifestyle and lighting. Philips is often cited as an example of invisible glocalization strategy as the company has successfully managed to make the local population believe that the brand originated in their own country. Incorporated in India in 1930, the company has established itself very firmly in the minds of Indian consumers by taking an early decision to set up manufacturing plants in India itself rather than importing from the parent company. The company is led by an Indian CEO in India with Indians forming a majority of the top management structure.
Through this project we have analysed the case of Serendipity Inc., an Indian company that is considering expansion into the overseas market by setting up operations in the Netherlands. The company is aware of the fact that many of its competitors have failed in their overseas expansion attempts mainly due to the cultural differences that come into play. By conducting a thorough exploratory research through online articles, journals and ebooks on cultural differences between India and the target country – Netherlands, we have tried to identify important cross cultural issues between the two countries. Further, we supplemented these insights with primary research by conducting interviews with business managers who have worked on …show more content…
. An important aim of the HR policies in the Netherlands is to keep employees engaged and satisfied to increase employee effectiveness and productivity . Some of the important aspects of HRM in Netherlands are mentioned in the table below:
Labour Unions Unions wield a lot of influence over HRM in a Dutch organization; Determines to a significant extent the nature of employment terms and relationships; Firms like IKEA have formed their own employee associations which are not related to unions
Management Structure Dutch are indifferent to the nationality of their superiors as long as they adapt to the Dutch working culture
Employment Contract Contractual terms are strictly adhered to and hence careful attention should be paid while drafting the contracts
Recruitment Formal procedures of selection of employees; Psychological and personality assessment tests are an integral part of the employee recruitment
Training and Development Strong focus on employee development is an integral part of the HRM …show more content…
The company has a presence in sectors like healthcare, consumer lifestyle and lighting. Philips is often cited as an example of invisible glocalization strategy as the company has successfully managed to make the local population believe that the brand originated in their own country. Incorporated in India in 1930, the company has established itself very firmly in the minds of Indian consumers by taking an early decision to set up manufacturing plants in India itself rather than importing from the parent company. The company is led by an Indian CEO in India with Indians forming a majority of the top management structure.