An international meeting was organized in London by Tom Black, the new nominated worldwide president of Galaxy Music Company. About 20 international delegates attend this meeting. Galaxy Music Company, as an international business, was traditionally operated as decentralised structure. Tom Black put far greater centralised control upon the business management lately, which is increase organisational tension and hostility among local operating companies.
At the beginning of meeting when Tom Black propose to increase centralised management and support new international projects. Alain Legrand, the French senior director interrupt his speech and question that the centralised management may impact or damage the flexibility and creativity. Further …show more content…
Previously, Galaxy Music operated as decentralisation corporate, local executives and local managers has freedom to pursue their local priorities. As director of local branches, they believe they are able make their own business decisions, flexibly and quickly manage the local situations and have strong background support from central organisation. But Black, as newly worldwide president, he point that decentralised system result in inconsistent standard for different branches. Increasing the cost of labour and time, reduce the motivation of staffs. Contradictions are exist because local division tent to make their own decision and avoided to act as whole organisation, which will harm the interests of whole …show more content…
The other one is turn up from head offices and local branches. In order to address the tension between the head office and operating companies, we need evaluates the different between domestic and global HRM, and how cultural differences affect them.
The domestic HRM
Basically, Human resource management is a course of personnel management in an organisation. It is systemic process in order to accomplish individual or organisation’s goals and objectives.
When it come out to Domestic Human Resource management, it applied only in one country, involved with the management of the employees. Employee recruitment, retaining, negotiating and performance management are the mainly job of Domestic Human Resource management. They have narrowed perspective and only deal with the interior problems. (“Domestic HRM vs International HRM,” 2016)
The primary objective for HRM is make sure the organisation will have right people for the right job at right time, so they can effectively achieved the organisational goals. It’s responsible to employees’ motivation and job satisfaction, also maintaining good relationship among organisation and employees.
The global
At the beginning of meeting when Tom Black propose to increase centralised management and support new international projects. Alain Legrand, the French senior director interrupt his speech and question that the centralised management may impact or damage the flexibility and creativity. Further …show more content…
Previously, Galaxy Music operated as decentralisation corporate, local executives and local managers has freedom to pursue their local priorities. As director of local branches, they believe they are able make their own business decisions, flexibly and quickly manage the local situations and have strong background support from central organisation. But Black, as newly worldwide president, he point that decentralised system result in inconsistent standard for different branches. Increasing the cost of labour and time, reduce the motivation of staffs. Contradictions are exist because local division tent to make their own decision and avoided to act as whole organisation, which will harm the interests of whole …show more content…
The other one is turn up from head offices and local branches. In order to address the tension between the head office and operating companies, we need evaluates the different between domestic and global HRM, and how cultural differences affect them.
The domestic HRM
Basically, Human resource management is a course of personnel management in an organisation. It is systemic process in order to accomplish individual or organisation’s goals and objectives.
When it come out to Domestic Human Resource management, it applied only in one country, involved with the management of the employees. Employee recruitment, retaining, negotiating and performance management are the mainly job of Domestic Human Resource management. They have narrowed perspective and only deal with the interior problems. (“Domestic HRM vs International HRM,” 2016)
The primary objective for HRM is make sure the organisation will have right people for the right job at right time, so they can effectively achieved the organisational goals. It’s responsible to employees’ motivation and job satisfaction, also maintaining good relationship among organisation and employees.
The global