17th July 2015 To,
Dr. R. Khan
Lecturer, IHRM
IPC Tertiary College
From,
Preetha Saji
PDIS
S2143241
Sub : Report on Padi-Cepat Case Study.
Attached is my completed report on the above subject for your reading and action. I acknowledge that this report has been written solely by me and has not been copied or replicated from any sources. Articles, books, websites and other sources referred have been cited and acknowledged where ever made.
Preetha Saji
Report on Padi-Cepat Case Study
Submitted to: Dr. Robert Khan
Paper Code: 95:892(B)
Paper Name: International Human Resource Management
Submitted by: Preetha Saji
Student id: 2143241
Submission Date: 17/07/2015
Number of words:
Summary
Pedi-Cepat, …show more content…
This is because the HR has to focus on the work-life balance of the expatriate staff. Work-life balance provides employees with programs and initiatives that could improve their professional and personal lives. Flexible working time, paternity leave, extended holidays, on-site child care are some of the programs implemented by multinational companies to address this area in their IHRM practices.
Strategic Human Resource Planning
Padi-Cepat case study does not mention anything about the human resource planning that the company has undertaken. I assume that any company which prepares to go global should have a human resource plan and hence the following discussion would be based on the kind of plan being suggested for the success of the company Padi-Cepat.
Human resource planning is the process in which company anticipates for the future business opportunities. It makes sure that sufficient manpower is available for performing the organisation activities for the future. The process starts with identifying the HR objectives, then analyzing the manpower resources required and the HR appraisal. The main steps involved in strategic HR planning are as …show more content…
Most companies prefer their parent country staff for the higher positions. The parent country staff could help is representing the interest of the headquarters effectively and link well with the host and parent country. Polycentric approach is when the foreign country adopts the strategy of recruiting nationals of the host country (local people) to the top positions. The main advantage of this approach is to reduce the cost of foreign operations. Countries which adopt ethnocentric approach initially might switch to polycentric approach at a later stage. This could ensure that the company understands the local market conditions, political scenario, cultural and legal requirements in a better way. In this scenario a local HR department would also come into existence which could manage the human resources of that company within the country. The polycentric approach uses natives of the host country to manage operations in their country and natives of parent country to manage the home offices. (Aswathappa,
Dr. R. Khan
Lecturer, IHRM
IPC Tertiary College
From,
Preetha Saji
PDIS
S2143241
Sub : Report on Padi-Cepat Case Study.
Attached is my completed report on the above subject for your reading and action. I acknowledge that this report has been written solely by me and has not been copied or replicated from any sources. Articles, books, websites and other sources referred have been cited and acknowledged where ever made.
Preetha Saji
Report on Padi-Cepat Case Study
Submitted to: Dr. Robert Khan
Paper Code: 95:892(B)
Paper Name: International Human Resource Management
Submitted by: Preetha Saji
Student id: 2143241
Submission Date: 17/07/2015
Number of words:
Summary
Pedi-Cepat, …show more content…
This is because the HR has to focus on the work-life balance of the expatriate staff. Work-life balance provides employees with programs and initiatives that could improve their professional and personal lives. Flexible working time, paternity leave, extended holidays, on-site child care are some of the programs implemented by multinational companies to address this area in their IHRM practices.
Strategic Human Resource Planning
Padi-Cepat case study does not mention anything about the human resource planning that the company has undertaken. I assume that any company which prepares to go global should have a human resource plan and hence the following discussion would be based on the kind of plan being suggested for the success of the company Padi-Cepat.
Human resource planning is the process in which company anticipates for the future business opportunities. It makes sure that sufficient manpower is available for performing the organisation activities for the future. The process starts with identifying the HR objectives, then analyzing the manpower resources required and the HR appraisal. The main steps involved in strategic HR planning are as …show more content…
Most companies prefer their parent country staff for the higher positions. The parent country staff could help is representing the interest of the headquarters effectively and link well with the host and parent country. Polycentric approach is when the foreign country adopts the strategy of recruiting nationals of the host country (local people) to the top positions. The main advantage of this approach is to reduce the cost of foreign operations. Countries which adopt ethnocentric approach initially might switch to polycentric approach at a later stage. This could ensure that the company understands the local market conditions, political scenario, cultural and legal requirements in a better way. In this scenario a local HR department would also come into existence which could manage the human resources of that company within the country. The polycentric approach uses natives of the host country to manage operations in their country and natives of parent country to manage the home offices. (Aswathappa,