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Running Head: HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Analysis of Human Resource Management and Leadership
Name of the student
Name of the university
Author note
1 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Table of Contents
Assignment 1: Case study analysis of Forbes Marshall ............................................................ 3
Introduction ............................................................................................................................ 3
Overview of the company ...................................................................................................... 3
Aims and objectives ............................................................................................................... 4
Critical analysis ..................................................................................................................... 4
Recommendations .................................................................................................................. 9
Conclusion ............................................................................................................................. 9
Assignment 2: Leadership style analysis ................................................................................. 11
Introduction .......................................................................................................................... 11
Leadership styles within the manufacturing industry .......................................................... 11
Critical analysis of the advantages and the disadvantages of the leadership styles ............. 12
Identification of the most conducive leadership style ......................................................... 14
Conclusion ........................................................................................................................... 15
Assignment 3: Global Compensation and Benefit Strategy .................................................... 17
Introduction .......................................................................................................................... 17
Requirement of Global Compensation and Benefit Strategy .............................................. 17
Requirement for a plan regarding The Cultural Management within the multinational
organization ......................................................................................................................... 18
Action plan relative to global compensation strategy .......................................................... 19
Action Plan for Cultural Management ................................................................................. 22
2 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Conclusion ........................................................................................................................... 24
References ................................................................................................................................ 25
Assignment 1....................................................................................................................... 25
Assignment 2....................................................................................................................... 27
Assignment 3....................................................................................................................... 28
3 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Assignment 1: Case study analysis of Forbes Marshall
Introduction
Human Resource Management Practices have been defined as the practices and
policies, which have been required towards performing the routines of the human resources
within the organization (Easa and El Orra 2020 ). The practices are the internally consistent
policies that have been implemented in ensuring the human capital of the firm. The main
purpose of The Study Is To Focus On The Human Resource Practices Of The Organization
Forbes Marshall. The Study Will Also Focus On The Critical Evaluation Of The Influence Of
Hrm practices on organizational behavior.
Overview of the company
Forbes Marshall has been considered one of the leading multinational engineering
companies across the globe through the offering of differentiation and innovation. J.N.
Marshall founded the company in 1925 as one of the trading companies. The main aim of the
company lies in the aspect of building and sustaining efficient plants through the production
of optimization processes, waste as well as energy efficiency by complying with the
regulatory requirements. The mission of Forbes Marshall helps in ensuring the identification
of the best as well as brightest minds in order to be a part of that organization (Forbes
Marshall. 2022 ). The vision and values of Forbes Marshall have been focused on being a
developed company and pursuing market leadership within the chosen field of utility
management, process control, and steam engineering. Forbes Marshall remains dedicated to
the enhancement of the international presence and the commitment to becoming arole model
for society, members, and customers. There are about 37 offices of Forbes Marshall, which
are situated across the globe with 6 manufacturing units. The company also possesses 18
4 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
distribution centers with about 500 sales and service engineers. The total number of
customers of Forbes Mission is about 8000 with about 1250 customers who are connected
daily (Forbes Marshall. 2022 ). The subsidiary of Forbes Marshall is CODEL, which has been
incorporated for the manufacturing of asystem of emission monitoring. The competitors of
Forbes Marshall include Leadec, Munters Schweitzer Engineering Laboratories, and
ThyssenKrupp Automation Engineering.
Aims and objectives
The aim of the study is to focus on the critical evaluation of the HRM practices in
Forbes Marshall based on the case study and to discuss the influence of the pillars of HRM
practices on performance and behavioral outcomes.
The objectives of the study include:
1. To understand the HRM practices within Forbes Marshall and its support towards the
organizational goals.
2. To understand the influence of HR practices on organizational behavior on the basis of the
case study.
3. To recognize the three pillars of human resource practices and their impact.
Critical analysis
The human resource management practices of Forbes Marshall lies at the core of the
philosophy of human resource. Forbes Marshall has been agreat place to work which mainly
focuses on senior leadership. The company believes in going the extra mile for the employees
with the help of certain HR practices. Forbes Marshall tends to follow the core HR
5 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
framework and believes family is as equally important as the members are. Each quarter, the
company invites families to visit the workplace of the members (Forbes Marshall. 2022 ).
This helps in connecting the workforce with family. The human resource management of
Forbes Marshall tends to arrange certain events like Meljol as well as Apna Adda to
strengthen the women's association within the workforce. As per the case study, the unique
process of HRM in Forbes Marshall includes the role of the transition program along with the
values and vision of workshops. Forbes Marshall has developed avalue digression committee
along with the committee for sexual harassment for more inclusion within the workplace.
The components that are included in human resource management consist of
development ,acquisition ,maintenance as well as motivation (Stone, Cox and Gavin 2020 ).
The components of human resource management have been related to training, development,
acquiring of people as well as retaining them.
The acquisition has been considered to be the first component of HRM which starts
with human resource planning relative to the requirement of HR. The component acquisition
consists of both internal and external recruitment along with selection, placement as well as
socialization of the employees (Papa et al. 2018 ). The recruitment and selection process of
Forbes Marshall strives to bring the best candidate with aproper decision-making process.
However, it has been seen that many employees of the company are accused of poor growth
and training within the company.
Another component of HRM includes development that has been associated with
training of the employee along with management development and career development. The
element of employee training highlights skill development followed by the changing attitude
of the workers (Ibrahim, Boerhannoeddin and Bakare 2017 ). The main focus of management
development is the acquiring of knowledge and abilities. The development component of
6 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
HRM consisting of career development mainly highlights the meeting of the organizational
needs. Forbes Marshall remains successful in the career development of the employees
through consistent development of the employees with the help of learning and development.
However, learning and development in certain cases possess an adverse impact through the
elimination of the group A employees and the hiring of group B employees with development
and learning programs.
The motivational component of HRM has been known as the utilization function of
HRM. Following the training of the people, motivation remains avital part of the element of
human resources (Rigby and Ryan 2018 ). This component of HRM consists of vital elements
that include performance regulation, job design, job evaluation, rewards, benefits, and
compensation among others. In Forbes Marshall, trust, pride fairness, and respect tend to
generate more motivated employees. However, motivating the employees within the
workplace has also been responsible for the generation of conflict.
The maintenance component of Human resource management is the final component
that remains concerned with the condition of proper working (Veth et al. 2019 ). This helps in
the creation of apositive attitude of the employee, which is necessary for the maintenance of
the commitment towards the organization. The strong commitment of the senior leadership
towards the employees has made Forbes Marshall rank as the best workplace in Asia.
An organizational strategy has been considered as the long-term plan of an
organization, which tends to allocate the plans of the company towards the use of the
resources and the support of the business activities (ul Musawir, Abd-Karim and Mohd-
Danuri 2020 ). Organizational strategy acts as the guidance in achieving the business
objectives and thus meeting the goal and developing the strategic plans. The organizational
strategy of Forbes Marshall has been associated with the generation of diversity and inclusion
7 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
within the workplace. Integration of the human resource strategy within the organizational
strategy helps towards boosting the satisfaction of the employees as well as their performance.
However, in certain cases, the human resource strategy does not align properly with the
organizational strategy as the irony with the human resource is left-out.
With the help of the 4C model of human resource management, the effectiveness of
the outcome of the human resource management of Forbes Marshall can be highlighted. The
four components of the 4c model include compliance, competence, compensation as well as
culture (Sripada 2019 ). Compliance has been considered as the process that involves the
learning of the basic rules as well as policies of the organization. The competency in the 4C
model indicates skills and abilities contributing toward the enhanced performance of the
employees. Compensation highlights the profit sharing, bonuses, and recognition of the
employees containing both monetary and non-monetary benefits. Culture explores the norms
within the organization. The culture can be accomplished through the provision of tours of
facilities through describing the working of thighs and its impact on the organization.
Forbes Marshall complies with the labor law that has been passed by the government.
Following compliance, the company also provides proper benefits and benefits to the
employees. In the aspect of competency, Forbes Marshall provides solutions that are backed
by the gaining of deep knowledge. The company guides the team to make them enable the
success of the clients with proper investment in the long-term development and nurturing of
the member's skills (Forbes marshall. 2022 ). Forbes Marshall provides adequate
compensation to the employees with proper rewards for the achievement of goals. The culture
of Forbes Marshall tends to revolve across the core values of the company with the backbone
as the workplace environment. This encourages the members of the organization to excel and
be a part of the decision-making process (Forbes marshall. 2022 ). However, the sales
8 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
engineer of Forbes Marshall has experienced a low level of compensation within the
organization with the salaries, not up to the market at the market level.
As per the case study, the three pillars of human resource management that have
been discussed include employee development, communication, and CSR initiative. The
employee development system of Forbes Marshall remains dependent on the performance
management system along with initiatives of learning and development and competency. The
competencies of Forbes Marshall indicate technical competency and behavioral competency.
The technical competency is role-specific while the behavioral competency consists of
communication, decision-making planning, organizing, problem solving as well as team
orientation. Behavioral competency also includes the aspect of people development (Taylor et
al. 2017 ). The competency-based approach highlights recruitment based on competency, job
rotation learning and development, and career planning. The uniqueness in the competency of
Forbes Marshall lies in the aspect of in-house development and options for varied learning
and development. The unique aspect of the performance management system of Forbes
Marshall consists of goal setting along with administering the annual review process and the
personal development plan. The learning and development initiative tends to take place in a
three-stage manner that includes pre-training, execution of the learning and development
option along with post-training effectiveness (Kodwani and Prashar 2019 ).
The second pillar of human resource management of Forbes Marshall is
communication that has been undertaken through the platform of communication forums,
communication tools, and channels and feedback channels. The third pillar of the human
resource management of Forbes Marshall highlights the corporate social responsibility of the
company. The CSR initiative of the company consists of the Forbes foundation, the
department of social initiative as well as Shehrnaz Medicare Center. The initiatives under the
9 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
department of social initiative tend to be run primarily by the organizations, which are
primary (Forbes Marshall CSR Policy 2021-22. 2022 ).
However, despite having effective human resource practices, Forbes Marshall has
certain limitations within the human resource practices. Most of the human resources
practices of manufacturing companies like Forbes Marshall remain focused on the initiatives.
There also lies a lack of engagement among the senior members of the organization. The
management of change and learning within Forbes Marshall includes the baby boomers.
There also lies a lot of political pressure within the corporate social responsibility of the
company with the improper attitudes and the delay from the government agencies.
Recommendations
In Forbes Marshall, the process of human resource management can be improved with
the help of more leveraging of the technologies towards the streamlined HR process. This
can be done through the minimization of manual workflows as well as the integration of the
core processes of HR and the provision of employee self-service. In this way, Forbes
Marshall will be successful in enhancing productivity and providing more support to the
workforce. The Gen Y workforce should be included within the learning and development
process of Forbes Marshall. This will make the Gen Y workforce more creative and
interactive.
Conclusion
Lastly, it can be concluded that the HRM process of Forbes Marshall remains
effective in the aspect of communication, employee involvement, and the CSR initiative. The
mission and vision of the company remain inclined towards the identification of the brightest
mind and pursuing leadership within the market. The HR framework of Forbes Marshall
10 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
aligns with the beliefs of connecting the workforce with the family along with strengthening
the women's workforce. The application of the 4C model has critically highlighted that
compliance; competency, compensation, and culture have been successfully implemented
within the company though some of the employees have experienced poor compensation and
earnings from the company. There also lies poor engagement of the senior members within
the organization.
11 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Assignment 2: Leadership style analysis
Introduction
Leadership style has been considered as the manner in which the people are directed
as well as motivated by the leader in order to achieve the organizational goals. There are
several types of leadership styles that including transactional leadership, transformational
leadership democratic leadership, autocratic leadership, and many others (Al Khajeh 2018 ).
The main purpose of the study is to focus on the discussion of the two leadership styles that
have been used within the own manufacturing industry. In this study, two leadership styles
will be selected followed by a critical analysis of the advantages and the disadvantages.
Between the two leadership styles, the most conducive leadership style will be selected that
will help in the promotion of performance within the company. At the end of the study, a
critical reflection will be given on self-thought about that.
Leadership styles within the manufacturing industry
The two leadership styles which remain suitable for the manufacturing industry are
transformational style leadership and democratic style leadership. Transformational
leadership style has been considered to be the style of leadership that creates changes within
the social and individual system (Anderson 2017 ). With the help of that leadership style, this
style of leadership tends to create values within the organization leading to positive change.
Along with that, democratic leadership indicates the style of leadership in which the
members of the organization can be able to participate in the decision-making process. It is
also known as participative leadership as well as shared leadership, which involves the people
actively through conversation and participation.
12 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Critical analysis of the advantages and the disadvantages of the leadership styles
One of the primary benefits of transformational leadership helps in treating people as
individuals and inspiring them towards doing their best (Jiang, Zhao and Ni 2017 ).
Transformational leaders consider the followers as equal towards seeking in bringing the best
through proper encouragement and coaching. The transformational leadership style helps in
the quick analysis of the current situation of the company and thus the creation of arighteous
vision for the growth and improvement of the manufacturing industry. With the help of
influence and passion, transformational leaders tend to communicate the vision to the
employees in order to get each one on the board. Under this leadership style, the employees
get motivated as aresult of the whole work experience as an enjoyable as well as purposeful
adventure. The advantages of the transformational leadership style can also be explored on
the basis of making the organization become more productive along with the optimization of
the performance while pulling each and everyone in the same direction.
However, in the manufacturing industry, the transformational leadership style lies in
the aspect of being too conceptual in nature through the provision of a broad conceptual
framework for each and every individual (Montuori and Donnelly 2018 ). Putting a huge
emphasis on authenticity leads to demotivation as well as burnout of the employees. As a
transformational leader, the leader always remains open to change and development. This can
often make the people work long hours towards achieving the goals of the organization. The
disadvantage of transformational leadership also rests on the aspect of too much focus on the
big ideas. With addressing the ideas within the organization, transformational leaders often
tend to ignore the problems within the organization (Saleh et al. 2018 ). The leaders with
transformational style are mostly focused on impression management and thus get busier
13 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
towards self-promotion. In certain cases, the employees of the organization often get
manipulated by the leaders which makes them lose more than gain.
In the case of the democratic leadership style , the leadership style has been
responsible for the involvement and participation of the people within the organization. The
advantages of this leadership style lie in the aspect of fostering involvement as well as
inclusion, which makes the team members feel more important. This leadership style feels
more valued and integrated within the manufacturing sector. The free flow of ideas under this
leadership style is strengthened by the different viewpoints of the people of the
manufacturing industry leading to ahigh standard of the decision-making process (Ahmed et
al. 2018) .Under the style of democratic leadership, leaders of the manufacturing organization
are able to tap into creative resources followed by the innovation of the new methods of
manufacturing. Under this democratic leadership style, the employees of the organization
experience more job satisfaction, which fosters passion and thus improves the quantity and
quality of work.
However, the democratic style of leadership has been responsible for the creation of
disharmony. This tends to feel some of the employees are undervalued which leads to a
reduction in productivity. The leadership style within the manufacturing industry also makes
the leader stop making immediate decisions. The disadvantage of the democratic leadership
style also lies in the aspect of taking alot of time for the execution of the decision (Kibbe
2019 ). Making decisions often becomes difficult through fence sitting by the leaders. With a
wide range of experience and feedback, the process of democratic leadership does not
necessarily come up with a true consensus. In certain circumstances of the business, the
period of discussion with the leadership becomes awaste of time as the leader remains forced
towards making decisions in their own way.
14 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Identification of the most conducive leadership style
The most conducive leadership style in order to promote the performance of the
company can be the transformational style of leadership .In many ways, transformational
leadership has been responsible for boosting the performance of the team of an organization
(Alrowwad et al. 2017 ). Through the enhancement of the ability of the employee towards
dealing with all kinds of circumstances, the leaders under transformational leadership create a
supportive environment for the employees. The main building block of an organization is the
performance of the team, which remains imperious for the organization. The vitality of the
transformational leader lies in the aspect of the ability towards persuading and invigorating
everyone towards making the work important. Through the creation of special bonds with the
members of the team, the leaders possess aconsiderable impact on the innovativeness of the
team (Xenikou 2017 ).
In my own opinion, the principles of transformational leadership have been well
suited to the high-paced and diverse workforce within the manufacturing industry. According
to Chen et al. (2018 ), through the development of aclose relationship with the employees,
transformational leadership listens to the concern of the followers thus leading to the
improvement of the performance of the company. Following the view of the author, I
consider transformational leadership as the most conducive leadership style for my company
as itremains positively related to the perception of the support of the organization. As per my
own perception, transformational leadership has been positively related to the performance
outcome of an organization. The personal charm of the transformational leader helps in the
enhancement of the receptivity of the followers towards the task and as aresult of that, the
employees within my company will be able to deliver more efficient work with the
inspiration of receiving high identity.
15 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
According to Lai et al. (2020), transformational leadership has been composed of four
dimensions that include idealized influence, inspirational motivation, intellectual stimulation
as well as individualized consideration. However, in certain aspects I consider the
transformational leadership style leading to uneven staff development as well as responsible
for the creation of internal conflict. Aside from influencing the performance of my company,
transformational leaders can also be able to misuse power as well as aprivilege with the help
of their high charisma. Despite having a conducive outcome, Ialso consider the negative
consequences of the leaders who are transformational in nature as the excessive confidence of
such leaders led to the fall in the capacity for future expectations.
Hence, considering both the negative and the positive impact of transformational
leadership on the performance of the company, it has been reflected that the positive impact
outweighs the negative impact. Thus, Icontemplate the use of atransformational leadership
style within my company in the manufacturing sector to enhance the effectiveness of the
workforce.
Conclusion
Lastly, it can be concluded that the transformational and democratic leadership style
remains the primary factor for the growth of the manufacturing industry. Among, the two
leadership styles, the transformational leadership style has been considered the most
appropriate for the growth of my company. Both the transformational and the democratic
leadership styles involve certain advantages and disadvantages. While transformational
leadership helps in the motivation of the employees through innovation and more production,
the criticism of this style of leadership lies in the aspect of too much focus on self-image as
well as ignoring the small problems of the company. In the case of the democratic leadership
style, the advantages involve more inclusion and free flow of ideas, while the drawback
16 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
includes huge time taken for execution and lack of true consensus. For the aspect of my
company, transformational leadership has been considered the most appropriate for having a
positive relationship with the performance of my company.
17 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Assignment 3: Global Compensation and Benefit Strategy
Introduction
Global compensation has been considered as the remuneration of the employees,
which mostly takes place within the multinational company (Jiang and Yahiaoui 2019 ). The
company has set this up after looking into the working culture, living standards as well as
expectations of the people across the society. The main purpose of the study is to focus on the
generation of an action plan for cultural management and the global compensation and
benefits strategy for the multinational consumer electronic organization. Through the action
plan, the idea regarding the replacement of locals along with the reduction of risk of ahighly
collectivist culture will be explored by the CEO of the company.
In the given scenario, the firm has been explored as a multinational electronic
organization with five subsidiaries in Taiwan. As the chief people officer, Ipossess the
responsibility to discuss the action plan in response to the concern of the CEO regarding the
impact of the disrupted budget and people costs as well as the risk of development of the
collectivist culture in response to the idea of replacement of the locals.
Requirement of Global Compensation and Benefit Strategy
Within multinational organizations, compensation has been considered an important
aspect of talent retention (Li et al. 2019 ). The global compensation strategy remains focused
on adequately rewarding as well as motivating the expatriates with keeping the cost under
control. The multinational electronic organization, which has five subsidiaries within Taiwan,
consists of about 3000 workers from the local nationals, some from expatriates. The CEO of
the company has remained concerned with the feasibility of the maintenance of asignificant
number of local nationals.
18 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
The global compensation plan tends to include certain elements of the reward strategy
followed by allowances and incentives. The company allows the expatriate to receive
compensation in the currency of the host country. The primary components of the global
compensation strategy include foreign service, inducement along with base salary, education
allowances, relocation allowances as well as foreign service inducement (Kang and Shen
2017 ). Most international companies focused on home-based approaches in case of the
international compensation. The passing of the landmark law on the standard benefits and
minimum wage of Taiwan has made the CEO of the company remain more concerned with
the action plan on the benefits strategy and cultural management.
Requirement for aplan regarding the cultural management within the
multinational organization
Cultural behavior has been considered the main aspect of guiding the behavior of the
company. The people within the collectivist culture of an organization mostly depend on the
in-group members where group membership plays a vital role (Mustafa, Glavee-Geo and
Rice 2017 ). Under the collectivist culture within the workplace, itbecame harder the building
relationship with the new employees as strangers remain strangers within such an
environment. In the case of the multinational consumer electronic organization, the CEO of
the company wanted to replace half of the nationals, however, remain concerned with the risk
of having acollectivist culture. As aresult, of that, it remains vital the development of an
action plan for cultural management.
19 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Action plan relative to global compensation strategy
Action
Description
Responsible
department
Time
period
Required
resources
Outcome
Identification of
employee
objectives
Human
resource
department
6
month
s
The
questionna
ire, real-
time
feedback,
employee
surveys
Looking at the objectives of the
employee will help in understanding the
type of compensation that has been
sought by them irrespective of the
expatriate and the local national
employees. Through the proper
identification of the objectives of the
employee, the company can be able to
measure the performance and the
progress of the employees. This will
help in abetter understanding of each of
the employees. Through a proper
understanding of the goals and
performance, the organization can able
to undertake proper benefit and
compensation strategies for the
employees.
Setting up of Accounts 3
month
The
material,
Budget-based compensation possesses a
positive impact on the budget control
20 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
budget department s work, cost
resources
variable (LAKASSE et al. 2021 ).
Effective budgeting for the
compensation will help the company to
deal with the law of the provision of
standard benefits and minimum wage
without affecting the revenue. The
determination of the total amount of
budget spent on each of the employees
will help in understanding the
affordability of the compensation and
the benefits that are deemed priorities.
This will help in the provision of
comprehensive as well as realistic total
rewards to the employees. The merit
pay will determine the provision of the
benefit and compensation as per the
affordability of the organization.
Implementation
of plan
Chief
Executive
officer
3
month
s
Preliminar
y research,
stakeholde
r
manageme
nt,
Through incorporation and writing of
the compensation plan, the organization
can be able to provide proper benefit
packages to the employees. The
distribution of the new plan will help
the employee to remain more motivated
21 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
material
list,
monitoring
of the
goal, and
measurem
ent
as well as focused. Proper planning
regarding the provision of compensation
and benefits to the employees will help
the company to keep both the locals and
the expatriate to remain satisfied with
the benefits.
Getting creative Corporate
Strategy
Department
6
month
s
Value
propositio
n,
campaigns
, adequate
budget,
proper
messaging,
and
marketing
channel
Through the implementation of proper
compensation and benefits strategy, the
multinational consumer electronic
organization will be able to create a
broader benefit and compensation
program. The offering of a flexible
schedule will help the employees to
remain motivated and thus adhere to the
landmark law of the five subsidiaries of
the organization (Chanana 2021 ).
22 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
Action Plan for Cultural Management
Action
Description
Responsible
department
Time
period
Required
resources
Outcome
Building
strong
employee
relationship
Human
resource
department
6months Enhancement
of the
communicati
on, provision
of training,
creating
transparency
within the
culture,
constructive
feedback
The outcome of the development of a
strong employee relationship will help
in the enhancement of employee
motivation and employee loyalty
(Brhane and Zewdie 2018 ). Through
this action, the multinational company
will be able to equalize the needs and
goals of the local national employees
with that of the Parent-country
national expatriate. As a result of the
creation of employee relationships
with the other group of employees, the
interconnectedness among the people
plays avital role in the identity of each
person.
Encouraging
employee
recognition
Human
Resource
Manager
8months Staff rewards
program,
employee
recognition
Proper recognition of the employees
helps in the development of the work
culture with diversified workforces
(Lindsay et al. 2018 ). Recognition
23 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
program awards as well as the appreciation
program will call for enhancement of
employee engagement. The local
nationals as well as the expatriate will
be able to feel more valued which will
cause the CEO of the company to get
rid of the risk of collectivist culture.
Development
of the
workplace
diversity and
inclusion
Human
Resource
Department
3months Interventions
and
programs,
proper
communicati
on tool
Through the development of
belonging, and acceptance, the
organization can be able to overcome
the collectivist culture in the
workplace. Inclusion apart from the
enhancement of the productivity of the
company will also help in the
engagement of the employee across
different cultures (Singh et al. 2021 ).
As the Chief people officer at the headquarter of the multinational consumer firm, the
action plan will be able to deliver proper strategies related to the compensation and benefit as
well as cultural management of the organization. The action plan that has been demonstrated
above consists of the identification of the objectives of the employees along with the setting
up of aproper budget plan, proper implementation of the plan of compensation and benefit to
24 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
the employee along with undertaking the creative strategy for benefiting the employees. In
order to undertake aproper cultural management strategy, plans need to be devised for the
building of strong employee relationships and encouraging employee recognition and
developing workplace diversity and inclusion.
Conclusion
Lastly, it can be concluded that global compensation and benefits strategy remains
inevitable for the company to deal with the changes in standard benefits and a minimum
wage that has been beginning the next month. Global compensation strategy has been
associated with the remuneration to the employees within multinational companies. On the
basis of the global scenario, it remains vital for the chief people officer at the headquarter to
propose certain action plans on the compensation and benefit as well as cultural management
of the organization.
The action plan regarding the global compensation strategy includes the proposed
action of identification of the objectives of each employee, budget creation for the provision
of compensation along with the implementation of the benefit and compensation strategy
planning as well as getting the strategy more creative for the employees. The study also
includes the action plan on cultural management with the objective of building strong
relationships among the employees, recognizing employees as well as developing
inclusiveness and diversity within the workplace. Following and maintaining the mentioned
action plan, the CEO of the organization will be able to implement all the ideas associated
with the replacement of the local nationals as well as abiding by the standard benefits to the
employees.
25 HUMAN RESOURCE MANAGEMENT AND LEADERSHIP
References
Assignment 1
Easa, N.F. and El Orra, H., 2020. HRM practices and innovation: an empirical systematic
review. International Journal of Disruptive Innovation in Government ,1(1), pp.15-35.
Forbes Marshall CSR Policy 2021-22. 2022. [online] Available at:
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Conclusions play a vital role in any academic writing. They involve summarising your research findi
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