MA HRM International Human Resource Management Assignment You are the Director of International Human Resources in an MNE of your choosing. Your brief is to draft guidelines and policies for Managers,...

INTERNATIONAL HUMAN RESOURCE MANAGEMENT
WORDS: 4042
Table of Contents
1. Introduction    3
2. Structure of the Company    3
3. Asset Management and Approach to Human Resource    4
4. Recruitment and Selection    6
5. Training and Development    7
6. Application of Hofstede’s Cross Culture Management in Nigeria    8
7. HRM Sourcing in Nigeria    9
8. Training and Development in Nigeria    11
9. Performance Management in Nigeria through Morgan’s Model    11
10. Conclusion    12
References    13
Appendix    15
1. Introduction
Google is a multinational technological giant company which is specialized in the internet related products and services and mainly provides online advertisement, search engines, cloud computing, manufacturing of software’s such as operating systems for computers and mobiles and applications for the mobiles as well as for the computers. The company provides services in online search engines, advertising technologies, cloud computing and storage, hardware and software’s such as mobile operating systems and applications (Google, 2020). Google holds approximately 70% of the worldwide search engine and it is rated as one of the most trusted and accurate engine providing results (Hitchcock et al. 2019). The following project report is about Google Inc as it is planning to expand their business and the targeted country is Nigeria. Therefore, the project report will give a brief overview about the process and factors to be considered while opening a company overseas and the process, through which the work force for the company will be selected among the local candidates.
2. Structure of the Company
The company selected for the project is Google Inc, which is planning to start their operation in Nigeria. Hence, before going further regarding the project a brief overview of the company is as follows. Google is an American multinational technology company, which is mainly specialized in the internet related services and some technological products. Human resource management is the integral part of the organization as these controls the most important assets of any organization that is the people who are considered as the main raw material and back bone of the organization (Berber, Dordevic & Milanovic, 2018).
Google started its journey in the year 1998 by two fellow members Larry Page and Sergey Brin in Mountain View, California, U.S. Google is committed to provide a significant life to many people through their wide range of products and services that aid the smooth functioning of the people day to day activities. Google provides a secured security system, which protects all the data, stored by the users and further help the users work in a secured environment (Google, 2020). At present Google is working on global basis with major products with their search engines. However, they have entered the smart phone sector by introducing their android operating system, which is the most popular operating system and is being used by maximum mobile phone brands.
Google is continuously innovating and it is developing ways and methods for the information to be accessible by everyone and globally. The information should be easily accessed and anyone can operate and use the benefits of the Google search engine. Google has a strong commitment towards their human resource as they consider them as their prime asset. The human resource management practice provides an effective employee training programs and a performance management to maximize the capabilities of human resource. The evaluation process does their job continuously as to assess the effectiveness of the training program for the human resource.
The company is committed to have a finely tuned management practice through an effective human resource hence they maintain an information system, which keeps records of the workers, their job profiles, their needs, their work schedule and many more. As an effective workforce in an organization helps to achieve the goals that the organization has set for itself and that ensure their effectiveness and sustainability with a growth prospect in future, which Google is committed to and working towards that path (Herrera& de las Heras-Rosas, 2020).
3. Asset Management and Approach to Human Resource
Nigeria is one of the most populous countries in African sub-continent. The population of Nigeria and their human resource availability attracts most of the countries around the world to utilize the resources properly to run a business. The following practice of managing the human resource is called asset management. Asset management is one of the important job roles of an organization, which manages the human capital. However there are factors that needs to be considered while managing this asset in Nigeria as the people of Nigeria are heavily rely on their culture, language, religion, gender and educational qualification as a basis for deciding who gets the job. Hence, Google has to utilize the human resource asset of Nigeria properly to bring in the best results. Among the asset of an organization, human asset is considered as the intangible asset and in future, the intangible asset will exceed the tangible asset of the organization (Boyes, Ellul & Irwin, 2017). The human asset management covers six concepts, which Google has to use with respect to the human asset of Nigeria, which are:
· Competency profiling, which is about translating the overall strategy into competent personnel needed to perform their function at each level of the organization.
· Development planning is all about the employees having the adequate competencies to perform as the organizational strategies is met.
· Talent asset management is about identifying the appropriate workforce and their retention for the effective work force in the organization.
· Strategic workforce planning is strategizing the workforce based on the individual’s skills and knowledge, as they will be effectively utilized as to achieve the optimum performance and to achieve the organizational goals.
· Performance management is about measuring and keeping the records of the employees’ performance level as that will help to identify the key performers and underperformers as that will help the organization to assess the necessary training and induction programs to improve the performance of the employees.
· Recruitment and on boarding is about selecting the appropriate candidate for the organization as an effective workforce is an asset for the organization.
With an ideal and proper human asset the organization can able to properly strategize their short and long term goals as they can able to completely rely on the workers (Beitelmal et al.2017). The human resource of Nigeria has a large portion of labor class people and very less amount of talented person; hence, a proper human resource management is necessary for Google to work properly and have competitive aspects over other rival companies.
Human resource management will adopt necessary strategic approaches to develop and retain employees, as they will achieve the targets of the company in long-term basis. The benefits of the strategic human resource approach as this will increase the job satisfaction, provide a better work culture, it will improve the customer satisfaction with proper delivery of services, efficient management of the resources, a company’s proactive approach towards managing the employees, will boost the productivity of the employees. A better HRM practice will certainly bring in good changes in the life of Nigerian people. However, with respect to Nigeria there is still a lack of indigenous and strategic HRM practice in Nigeria. With respect to the socio-cultural aspect, Google has to adopt certain strategic steps of HRM that will be implemented with respect to the human resource of Nigeria. The strategic human resource approach Google must follow are —
· Developing a thorough understanding of the company’s objectives and goals
· Evaluating the capability of human resource to achieve the targets
· Analyzing the capacity of human resource to achieve the goal
· Estimating the future human resource requirements for the company
· Determining the appropriate tools required for the employees to complete their jobs,
· Implementing the human resource strategy
· Properly evaluating and
· Correcting as required in the entire process
Hence, with a proper strategic human resource approach the organization can properly achieve their targets (Hecklau et al. 2016).
4. Recruitment and Selection
Recruitment and selection process of an organization is the process, through which the best candidates are selected among the large number of application dropped for a job post. Through this process, the actual screening of the candidates, takes place and through which, their knowledge, skills and abilities to perform in the organization is examined. Furthermore, based on the evaluation results the best candidate is selected. However there are certain aspects that need to be considered while conducting this process in Nigeria such as bias and prejudice that Nigerian people has, tribalism and other cultural considerations, political implication along with the system of quota and scarcity of funds. Hence, certain steps that need to be followed which are:
· Legal consideration needs to...