The challenges faced by the parent company in China are as follows. The biggest challenge for organisations is to understand the Chinese Market. The cross-cultural trade needs to minimise the cultural difference from one country to another one. It has been observed that most of the business deals are successful in china if the people belong to China rather than another country. The rules and regulations of China are entirely different from any other country that if any country wants to pursue its business in China then it becomes difficult for that company to survive in those rules and regulation (Jabeen and Isakovic 2018). The legal system is very different from other countries. It is very important for any organisation to understand that trade and market of China before expanding its business there. The organisation needs to be constantly innovative in order to deliver services to the customer as an organisation could not stick to long-term strategies. The Other biggest challenge for the organisation in China is the competition with the Chinese company. The organisation needs to be very much innovative with products as existing organisations in China providing best product within an affordable range. The competition in Chinese Market is very high as the companies of China have already grabbed the market so it becomes difficult for other companies from other countries to expand its business there and to attract the customers of China.
In order to elect the CEO for this operation, it is very important for the organisation to appoint a leader that perfectly fits with the requirements of the organisation. He should be a responsible person as he is considered as a senior manager for overseeing all the activities in the entire organisation. The candidate should have the proper knowledge and impactful leadership so that he can take roles and responsibilities very effectively. He should also acquire proper knowledge of the culture of China and can provide long-term strategies to the organisation so that organisation can expand its business very well (Arefeva et al. 2018). The organisation needs to choose a CEO that know the cross-culture of both the countries so that the decision taken by the organisation in favour of both the countries. The leader should have high experience in this field so that he can run the company in China with very flexibility and smoothness. The CEO should have a wide knowledge of Chinese culture, its legal activities and the rules and regulations etc. The leader should have the quality to attract the customers of China by the services provided by the organisation.
The international staffing approach that could be used to appoint the managers of the manufacturing operations is geocentric staffing. This is one of the approaches which need to be used by the organisation for hiring the best people to fill out the position with irrespective of where they belong and where they live. For example, an organisation can hire remote employees and relocate its existing company’s employees. The organisation can hire some people from the Chinese market that have the potential to fill the position of the organisation. This procedure can be done by advertising global job boards first and then using job boards mentioning the location of the job clearly(Alexandra 2018). The organisation can ask the candidates and can directly refer to the candidates who are performing very well in the organisation and willing to perform and take a job role in the host country. In terms of providing jobs priorities organisation should understand the labour market of China. The organization should advertise regarding the position that an organisation wants to fulfil. Apart from this, the organisation should also make an agreement with the people who are willing to do a job in the company and perfectly fits with the position. The agreement should be fulfilling all the criteria of legal requirements in China so that people of China may not face any difficulties in signing disagreements. The organisation needs to consider the job boards and the local-based decorators in the host country in order to hire the most appropriate candidate for the position.
The cultural, climate and the geographical difference between the UAE and Russia is entirely different. The Russian culture plays a significant value on the homeland and on the family as per various researches. The culture of the UAE is entirely different from Russia. Both of the countries have cross-cultural issues and it's very difficult for the managers two to face the challenges. The biggest challenge is the language issue for the manager to understand the languages of this country (Gaweesh and Al Haid 2018). The work-life challenges faced by the expatriate senior management will be the language issue and the cultural difference between both the countries. The business ethics between both the countries are entirely different which pressurize the senior management to perform better in the other country. Apart from this, the personal challenges face by the senior management will be the climate changes in both countries. For example, if a person born and brought up in UAE then it will become difficult for him to understand the culture and the system of Russia. The proper training needs to be taken by him in order to take that position of senior management. It is very difficult to get engaged with the climate and culture of Russia for the person who born and brought up in UAE as there are a lot of differences in both cultures.
Based on the understanding of Russian culture the main external stakeholders in the new venture will be the governance of Russia and the supplier dealers. The organisation should be very careful in following the rules and regulations of Russia. Russia is one of the leading countries in the world therefore the stakeholder highly impact the working of organisations such as the employees and the investors in Russia. The very important stakeholder for the organisation is the employees as the labour market of Russia survived low prices and underwent substantial structural changes. Most of the employees were not agree to fill the agreement form as they little sensitivity for signing the agreement (Soldatkina et al. 2019). It is important for organisations to focus on the employees as they are the main stakeholder of the organisation. The Other stakeholder for the organisation is the suppliers and dealers in the host country. The organization used to hire the employees from the host country as well as from their country in order to understand the need of the market from both perspectives. However, the organisation needs to maintain the understanding and interaction between the employees from both zones as it may create a problem in the decision-making process of the organisation in the host country.
The Talent recruitment program that organisation used to attract and retain the best Russian employees will be comprised of various approach. Firstly the organisation decides the staffing approach that will be the most suitable for the Russian environment. For example regiocentric, ethnocentric and polycentric approaches are the best approaches that suit with the organization environment (Hanfan and Setiawan2018). In order to recruit employees from Russia, the organisation use polycentric staffing approach. The polycentric staffing approach is one of the best recruitment approaches that help the organisation to hire the local peoples in order to fulfil a position in the host country. The organisation could advertise on local job boards a create a contract with the local agency of recruitment. The next step that the organisation should undertake is the process through which the local people know about the recruitment in the company. So that the organisation should be considered local job boards in order to inform the candidates to apply and the company for a particular position. After that, the organisation should plan a proper budget and allocate the resources as per the direct recruitment activities. The organisation should also see the available resources so that they can understand the availability and demands of the entire process. After this process organisation needs to evaluate the candidate by shortlisting through a resume or by phone screening. After that organisation needs to close the hiring process and discuss the paperwork with the selected candidates.
Training is one of the most important processes for any organisation to make the employees aware of organisational culture as well as the country culture if an organisation is in the host country. If any colleagues feel that cross-cultural training is a waste of time then proper knowledge should be given to employees so that they can understand the importance of cross-culture training (Rottig et al. 2019). The organisation needs to make employees understand the differences between the cultures so that the employees can understand the differences and take training more seriously. The Russian culture set out the arguments justifies cultural training because it seems to be difficult for the host organisation to survive in Russian countries. The main aim of this training is to make employees understand the culture and language followed in Russia. The manager of the organisation will conduct a meeting with the employees of the organisation so that employees can understand the importance of this training. The organisation firstly introduces the challenges that employees will face who will be working in the host country. The challenges are such as the cross-culture difference between the employees which can only be eradicated by having training of cross-culture (Mura et al. 2017). This is very important for any organisation to conduct training before expanding its business in the host country.
Performance management is a process of ensuring the set of activities and the process meets the needs and requirement of the organisation goals effectively. It focuses on the performance of the organisation for each department and for each employee performing a particular task. In order to make Russian employees aware of the importance of performance management system, the organisation head conducts a meeting with their employees. In this meeting, the head of the organisation will put all the important points of this performance management system and make employees aware of the benefits of this performance management system (Bannò and Sgobbi, 2016). The performance management system not only analyses the performance of each employee and each activity in the organisation but also helps to identify the gaps in the performance of the organization. Expert explains the benefits of performance management such as it helps the employee to analyse their performance and also the management team to overview the performance of each individual. It is a useful process as the organisation performance management system also helps to see all the activities in the organisation and the progress time by time. The experts will put all the benefits in front of the employees and make them understand the importance of these systems in the organisation. Then the organisation will also undertake the training session with the Russian employees in order to make them aware of organization culture and all these systems.
Cross-culture difference between both the countries that is Russia and USA is entirely different as it becomes very difficult for the expatriate senior management to manage the differences. The work-life challenges faced by the expatriate senior management will be the language issue and the cultural difference between both the countries. The business ethics between both the countries are entirely different which pressurize the senior management to perform better in the other country. Apart from this, the personal challenges face by the senior management will be the climate changes in both countries. For example, if a person born and brought up in UAE then it will become difficult for him to understand the culture and the system of Russia (Daly et al. 2017). The proper training needs to be taken by him in order to take that position of senior management. It is very difficult to get engaged with the climate and culture of Russia for the person who born and brought up in UAE as there are a lot of differences in both cultures.
As per the Russian culture, the main stakeholders for the organisation in this new venture is the employees, the suppliers and dealers in the host country full stop this to stakeholders highly impact the organisation performance. The external stakeholders are the supplies and the dealers therefore the organisation needs to maintain a relationship with these stakeholders in order to accomplish all the predefined goals of the organisation. Important because all the meetings and details are conducted by the stakeholders only therefore the organisation need to focus on these stakeholders and maintaining good relationships with them. Most of the employees were not agree to fill the agreement form as the little sensitivity for signing the agreement. The organisations need to focus on the employees as they are the main stakeholder of the organisation (Pulcini et al. 2019). The Other stakeholder for the organisation is the suppliers and dealers in the host country. The organization used to hire the employees from the host country as well as from their country in order to understand the need of the market from both perspectives. The organisation should be very careful in following the rules and regulations of Russia.
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