Human Resource Management in Developing Countries

Question: Discuss about the Human Resource Management in Developing Countries. Answer: Introduction This study has tried to develop the concept of international human resource management. As per the case study, it can be observed that an organisation of Singapore has planned to explore their business and willing to start a new assignment to the other country. In this connection, the CEO of Dreamy Destination company has appointed an eligible human resource director, who would in turn recruit 10 members and would make a strong team. In order to develop this team, the human resource director required to select a mix of diverse team members, so that the organisation could achieve a higher level of creativity as well as greater innovation. In addition, it can be mentioned that during the recruitment process, the human resource director required to focus on the background of the members. Moreover, this study has demonstrated the necessary job design of the overseas subsidiary. This study is also important for analysing the staffing procedure for the overseas project. In this context, th e importance of training and the development procedure for the international assignees has discussed. Furthermore, in this study, the remuneration package of the assignees has mentioned. Job design and structure In order to discuss the job design and structure for the overseas subsidiary, the human resource director requires recruiting those members, who have the knowledge regarding the duties and responsibilities, knowledge of Dreamy Destinations, skills for the project. This study has highlighted that the tourism business of Singapore is going to explore their business in the market of Australia. Therefore, the human resource director requires recruiting those people, who have knowledge regarding the Australian language. As per the statement of Alfes et al., (2013), it can be mentioned that the members need to communicate with the travellers. In this respect, it can be stated that unless having the knowledge of Australian English language, the members would not be able to identify the requirements of the tourists from the organisation. Moreover, it can be added that the members also cannot able to understand the difficulties, what they have faced during the travelling. As a result, Aswatha ppa (2013) opined that strong communication is the key element, what is required to have to the team members. Moreover, the human resource director can select the experienced members, who have enough knowledge and skills regarding the global tourism. In the words of Bratton Gold (2012), the human resource director can hire the interns of the tourism business, who also have the practical knowledge on this. In addition, it can be mentioned that the members required having knowledge regarding the customer service. Moreover, it can be stated that the human resource director requires to hire those members, who can understand the governmental tourism laws and policies of australia. This is very important to maintain during the travelling. According to Budhwar Debrah (2013), it can be mentioned that in order to develop a strong team, the human resource director requires to recruit one efficient financial analyst, so that he can make a budget for the trip. During the recruitment process, the human resource director requires to focus that the financial analyst is able to make a budget, which is affordable to the consumers and is profitable to the organisation. As opined by Buller McEvoy (2012), in order to make a business successful, the human resource director require recruiting efficient financial analyst. The financial performance is depending upon the financial analyst of the organisation. Therefore, in a synopsis, in order to discuss the job design and structure, the human resource director of the Dreamy Destination requires to recruit those members, who have knowledge on Australian language and who have greater communication skill, who have knowledge on consumer service. On the other hand, it can be mentioned that in order to increase the financial performance, the human resource director requires to recruit financial analyst. Analyse the staffing procedure In case of hiring the staffs for the company, the human resource director can go for the internal or the external employees for the Dreamy Destination organisation. In case of external staffs recruitment, the human resource director can select those candidates, who are getting the scope of interview through referral. As per the statement of Gatewood, Feild Barrick (2015), it can be mentioned that when the human resource director hires employees from the existing workforce, the organisation is opened up to the larger section of applicants. Hence, the competition among the candidates increases and the chance of finding right candidate increase. Aswathappa (2013) supported this view and stated that external recruitment provides the opportunity to bring diversity in the business in the form of knowledge, experience and innovative ideas. Competition among the external candidates ensures the selection of the highly qualified candidates. Nickson (2013) argued that external candidates recru itment cost is higher and time taking compared to internal recruitment. Moreover, Purce (2014) opined that external recruitment may raise cultural conflicts in the organisation. However, Budhwar Debrah (2013) supported the internal recruitment rather than external recruitment process as internal process brings loyalty among the existing employees. Internal recruitment process, the best employees are promoted and get the chance of taking higher order responsibilities. Moreover, it can be mentioned that sometimes the employees are provided training for enhancing the knowledge and after that an examination is taken place to select the potential employee for the overseas subsidiary team. In this connection, Hendry (2012) mentioned that the responsibilities and the pay scale of the workers increase. As a result, it can be mentioned that the employee who is in higher position, will encourage the other employees of the Dreamy Destination organisation to improve their performance. The morale of the employees of the organisation will also increase. Mathis et al. (2013) argued that internal recruitment restricts the scope of recruiting external candidates, who actual ly suitable for the organisation. Moreover, internal recruitment process may choose wrong person to serve greater responsibilities. The human resource director of the organisation can use three recruitment techniques such as advertisement and sourcing, referral and virtual interviews. In this purpose, the human resource manager can give an advertisement in the professional journals or in the newspapers. Moreover, it can be stated that the company can post an advertisement to the social networking sites. In this context, Hoque (2013) added that the human resource director requires mentioning the criteria for the position or for making a stronger team. Moreover, it can be mentioned that sometimes the human resource director can recruit those candidates, who have left other organisation. The human resource director can plan to conduct an online examination for the shortlisted candidates. Jiang et al. (2012) cited that this process is helpful to identify the eligibility and competencies of the candidates. If the candidates pass this online written examination, then they will get the chance to appear in the face to fa ce interview round. This round is beneficial to identify the communication skill of the candidates. In addition, it can be also stated that the human resource director can also recognise their level of feasibility of working in the Australian tourism market. After the analysis, it can be mentioned that the human resource director can follow some specific approaches for the recruitment process. In this context, it can be mentioned that the human resource director can select the old employees as they have efficient knowledge and experience in this field. On the other hand, the human resource director can also recruit the internals, who have worked as a tourist intern under a renowned organisation (Knowles, Holton Swanson, 2014). Lastly, it can be stated that the human resource manager of the organisation are willing to hire employees externally, who have to clear the written and interview examination to work as a team member. Analyse the training and development process In order to explore the tourism business in the Australian market, the human resource directors require providing training, so that the members can enhance their knowledge and skills. As per the statement of Mathis et al. (2016), training and development process is helpful to enhance the productivity of the employees. In addition, it can be stated that the morale of the employees increases through training. Figure 1: Steps of training and development approach (Source: Nickson, 2013) According to Purce (2014), it can be mentioned that training and the development approach is a significant approach for both the team members and the organisation. Therefore, it can be added that this training and development approach is helpful to achieve the business goal. On the other hand, it can be mentioned that with the help of this training and the development program, the human resource director of the Dreamy destination organisation is able to identify the shortcomings and the weakness of the team members. Alfes et al. (2013) mentioned that the training program is beneficial for enhancing the skills and mitigating the weaknesses of the employees. Renwick, Redman Maguire (2013) added that the training and development process is able to bring the knowledge of the workers to the maximum level. On the other hand, training and the development program can enhance the performance of the team members, which is in turn helpful to improve performance and productivity of the business in the global market. Furthermore, it can be mentioned that the consistency of the team members performance in the Australian tourism industry will be fruitfully maintained. In the words of Stahl, Bjorkman Morris (2012), it can be mentioned that the quality of the service will be improved. Therefore, the business will be successful more from the previous. In addition, it can be added that a communication session between the management and the team members is very effective during the middle section of the global business. As a result, the management can identify the requirements of the consumers, which is important for further development of business in the global market. In this purpose, it can be mentioned that the organisation can organise the team on boarding training program. This type of traini ng program is helpful to understand the culture of the overseas assignment. Moreover, the management of Dreamy Destination can organise a training program, so that the members of the team can work together as a team. Therefore, internal collaboration of the members is required to maintain. Understanding between the team members is the key element. In this purpose, the organisation can arrange group development training. Before business expansion in overseas, Dreamy Destinations gave priority to the referral process or, training for skill improvement on the quarterly basis. After business expansion across international border, the company requires to provide training about improving communication skill, attitude and behaviour of the employees to restrict cultural conflicts. Analyse the remuneration package In this section, the remuneration package for the international tourism assignment will discuss. The remuneration package of the global human resource management can be discussed with the help of the balance sheet approach. Figure 2: The balance sheet approach (Source: Storey, 2014) As per the opinion of Hendry (2012), it can be mentioned that most of the business tried to follow the compensation program, which use the balance sheet program. In this connection, it can be mentioned that the balance sheet approach provided to the team members, which are assigned to the global assignment a compensation package. This can equalizes the cost disparities among the global assignment and the same project in the domestic country of the Dreamy Destination organisation. In order to understand the balance sheet approach, it is required to discuss its major assumptions, which are discussed briefly in the following: Home country referencing point: In the words of Hoque (2013), the compensation package is constructed to consider the international workers at an appropriate level of their performance, which is related to the equivalent job in the domestic market. In addition, it can be mentioned that in order to maintain the standard of living of the team members at lower equivalent rate, they are provided additional allowances. Specific duration of international assignment: The international compensation package is developed to maintain the team members for some time, until they will be reintegrated into the domestic compensation program (Purce, 2014). Therefore, it can be mentioned that this temporary compensation package of the international project required developing in order to make it easier for the repatriated team members, so that they can re-enter into the domestic compensation program to get the benefit. Tax concern: Most of the company tried to protect the expatriates from the adverse tax consequences by following the tax equalisation program (Nickson, 2013). Under this program, the organisation is able to adjust the team members basic income downward by the quantity of the evaluated Australian tax to be paid of the year. As a result, it can be mentioned that the team members for the international assignment pay only the foreign country tax. In a synopsis, it can be mentioned that the salary package of the employees for the overseas assignment differ. In this connection, it can be stated that the internal employees of the company, who have provided their services for three years, will get comparatively lower salary compared to the external employees. The employees having experiences and efficient knowledge regarding the tourism culture of Australia, will get higher salary compared to the others. On the other hand, the domestic employees will get lower salary compared to the employees of overseas assignment. As the standard of living of Australia is higher compared to Singapore, therefore, the employees who have chosen for this global assignment will get higher salary. Conclusion This study has highlighted the role of the international human resource management. In this context, it can be stated that Dreamy Destination tourism organisation of Singapore has planned to explore their business in the market of Australia as the tourism market of Australia has been developing with the rise in time. 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