Padi Cepat Case Study

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Discussion
Q-1 IHRM challenges face by Padi Cepat?

Managing human resource functions such as “recruitment, selection, development, and compensation of employees effectively and integrating those activities to achieve global advantage in an international setting is as a challenge to the management of the multinational firms.” (Snell, Bohlander & Vohra, 2010, p.506) When an organization going to opened office in another country, the top management are responsible to hire employee to host country or third country. From the sources of overseas employees, the company may have face some positive and negative challenges. Let’s talk about Padi Cepat faced four main IHRM challenges are as mentioned below,

1.1.3 Recruitment and staffing
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Ethnocentric approach would create a comprising of the staffing of the most vital positions in outside subsidiaries with expatriates nation of beginning of the organization. (Dowling, Festing, & Engle, 2008)
Benefits of using ethnocentric approach to Padi Cepat,
 To learn local market as well as economic, cultural and political environment
 Reduced communication barriers between home office with foreign subsidiaries
 No language barriers and no cultural issue
 Low cost efficiency
 Unify decision (Dowling, Festing & Engle,
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The main connection between cultural diversity and workforce diversity is the diverse variety of culture values, religion, sex and nationality. It increased interpersonal skills and team work. Through diversity manager can able to create positive environment in an organization. (Diller, 2014)
Q-6 Meaning of labour relations and why it would be of importance to Padi Cepat? Labour relations is the study and practice of managing employee’s situation in an organization. It helps to maintain a good relationship between employee and employer and also keep equal and fair working conditions in the organization. Labor relations also helps to solve the issue between employer and employee. Now a days there are many trade unions formed to helps maintain a good relationship between management and staff. Sometimes it’s become very difficult for human resource manager to solve the issues. Every company has an industrial relations officer which is the duty of HR manager as well. The manager has in charge to know about the changing labour laws and regulation. His primary duty to improve working conditions of the staff like, pays scale, health & safety

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