MBA7008: International Human Resource Management,
SEMESTER 2: 2014 – 2015
Prof: - DR.GINLIANLAL BUHRIL
SUBMITTED BY: BHAWANI SINGH RATHORE
CARDIFF MET ID: ST20076707
COLLEGE ID: 1420
MBA (CARDIFF METROPOLITAN UNIVERSITY, UK)
UNIVERSAL BUSINESS SCHOOL
KARJAT, MUMBAI, MAHARASHTRA
Analysis of Training & Development
“Practice is the hardest part of learning, and training is the essence of transformation.”
- Ann Voskamp
In direction to bear and participate in this global world of business, role of human resource has
become a serious part of firm’s fundamental competency and viable benefit. As, many
Multinational Companies had witnessed lot of issues in their assignments by not giving pre-
departure training to Host Country Natives.
“Training and development activities are part of the way in which the multinational builds
it stock of human resources.” - (Dowling, 2008)
The moment an employee is selected for an expatriate designation for the international projects at
abroad, pre-departure training is the next critical stage to reassure the expatriate’s enactment and
attainment in overseas projects.
Figure: 1.1- Cross Cultural Training Model
Length of Stay
The Mendenhall, Dunbar and Oddou cross-cultural training model
CROSS-CULTURAL TRAINING APPROACH
Assessment Center, Field
Culture Assimilator Training,
Role-playing, Critical Incidents,
Cases, Stress reduction Training,
Moderate Language Training.
Cultural Briefings, Area Briefings,
Films/Books/Videos, Use of
1 month or Less 2-12 Months 1-3 Years
The moment employee is selected for the global projects as expatriate, he/she is being given a pre-
departure training in which cross-cultural training is the necessary chunk as the tough the new
ethos is for the expatriate the harder is the training is required.
“Tougher the training, easier the war.” – Combat Quote for Army Soldiers
In cross-cultural drill, employee is taught to learn and grasp different kinds of social-cultural
changes, climate, traditions and ethos in his/her routine behavior which he/she will be facing on
the international projects at overseas.
Only cross-cultural training is not only required for the role of expatriate as there are lots of
qualities to learned and acquired meanwhile his/her pre-departure training sessions more. In pre-
departure training, initial appointments are also arranged for the role of expatriate as well as for
their family affiliates in which expatriate and his/her family associates are being deployed to the
host country to explore their beliefs. Excluding these, there is linguistic training programmes, real
life conditions role play and partner and family associates training sessions as well so that they can
be effortlessly adapt the culture and traditions and beliefs of the host country.
In Honda MotoCorp India, initial phase of pre-departure training is the first visit of the expatriate
as well as his/her partner and family associates so that expatriate can realize that he/she and his/her
family members can adapt in that sort of new culture, tradition and lifestyle or not. As Honda
MotoCorp, Board of Directors are very thoughtful about their work atmosphere specifically on
these international assignments they take extra care because their brand name is also included with
the expatriate who are working for them overseas on their international projects and that’s the
major reason they don’t take it casual in their global projects. After the expatriate homecoming
from his/her visit to overseas and giving the feedback for other whether other expatriates who’ll
going to same host and if some new employees are eager to go for overseas projects then further
required procedure of pre-departure training is needed in which the expatriates gets into global
projects, their partner and family associates are taught about the host country’s principles, host
country’s dialects and furthermore, expatriate is been prepared for his/her global projects which
they are expected to perform at the host nation.
Analysis of Reward Systems
Employees working for an company always believes to give their best out of his/her potential and
skills for their company and when there is a employees in the organization who motivates his/her
superior and subordinates with his/her positive attitude and showing the zeal to work in concern
for the benefit of the company, it shows that each and every employee can produce great results
out of his/her competency for the organization. One of the important/major influences of
employees is giving rewards or good remuneration, bonus and special gift or promotion on the
basis of his/her individual or team performance or performance appraisals to the employees for
their performance in favor of the company.
As, international company nowadays are deploying their competent employees as expatriates
overseas for their global projects apart from that the training they offer for their employees and
providing lot of special amenities as rewards to keep them motivated with their best competency
such as: a good villa or residence to reside with all the security parameters taken care of at overseas
or host country with their family and spouse, free meals, staffs like chef, cleaning boy, security
guards, facilitating with their own taste kind of meals and cuisines to eat, conveyance tariffs,
travelling facilities like car and other required facility by the expatriates and other expenses
occurring out of their way at abroad and providing them letter of commendation performing
outstanding overseas, special stipends likes bonuses, promotions etc.
As, “Reward System should be regarded as ‘pay-off’ for performance.” (Pattanayak, 2010)
Figure: 1.3- Determinants of Rewards
Figure: 1.3- can explain on what standard parameters or scale the company should choose to
reward their employee or an expatriate for his/her work for the global projects. After knowingly
when the company deploying its best selected employees for the international projects overseas,
they starts evaluating by taking performance and assessment reports of its employees to know how
real the expatriate in the company is working with his/her competency and skills when deployed
at different location and different country. And through assessment reports company can easily
judge whether he/she is honest to his/her job as assigned for or not or is just wasting his/her time
as an visit trip to another country as his/her leisure time, whether he/she is putting his/her heart out
skills on test for the projects, generally it helps to judge to arise at an outcome that whether the
company is getting some benefit and fruitful result by deploying the best employee for the
concerned project or not overseas.
After having all the performance report of expatriate and evaluating it, company selects whether
to reward that employee for his/her individual performance he/she has showed up during the
international project he/she is deployed at abroad or not. If the expatriate has performed as per the
expectations of the company whatever he/she is been expected to do well then a company can:
1. Promote him/her.
2. Give him/her bonus as cash reward.
3. Give furthermore projects to work upon with the same passion, dedication and hard work
if employee (expatriate) wishes to retain him/herself at the host country.
4. Honor them with gifts - Letter of appraisal, appreciation, commendation and certificate like
best employee of the concerned project, best employee on overseas projects globally or so
5. Appreciating the expatriate by recognition at office in front of all the employees.
Honda MotoCorp, India- trails the Expectancy Model for their reward scheme. Rendering to the
study in this company researcher came to know that as soon as the employee joins the company or
he/she is appointed as an expatriate their training starts. Training for the new joinees and the
training for the employees appointed as expatriate is entirely different from each other. Honda
MotoCorp attempts to make their employees dynamic. Conferring to them a dynamic employee
works more competently than an employee which deficiencies self-motivation. So, to get the best
out from their employees company confirms that they are self-motivated to do their work. Honda
gives reward to its expatriates if he/she is designated and is equipped to fly overseas for his/her
global projects. It delivers the expatriates all expenditures compensated tour to abroad till he/she
is there for their projects. Excluding this company also arrange for letter for appreciation and
certificate on fruitful conclusion of expatriate’s global projects. It also springs elevation to the
expatriate by adjudicating his/her routine and the excellence of exertion he/she has completed in
the assigned project abroad.
Analysis of Employee Relations
To be a prosperous company they must retain quality employees and taking care of their issues as
family. Company is like a family where each and every employee should have faith and esteem
for each other, they should be taught to treat each other well and support each like one team
working for common interest in favor to the company and when problem arises they should be
standing next to each other to handle any problem which may come on their way whatever it
maybe, which in result will do the favor the company at the end.
For an expatriate it is very important to study the culture of the company for which he/she will be
assigned overseas for the international projects. He/She should admire their values, culture as well
as their employees to improve the mutual relationship among each other. An expatriate is expected
to face some daily routine issue in concerned of employee relations at different location deployed
at, hence he/she is required to have pre-departure training for these kind of situations at the host
country. As, after going to foreign country he/she can face several kinds of problems like violence,
constitutional issues in terms of laws, his/her safety, well-being etc. Being an expatriate is always
at tougher task to go fly abroad and perform at new locations in different work atmosphere with
different kind of people altogether under one roof and then after delivering the projects consistently
successfully is a tough task to do.
Figure: 1.5- Problems of International Employee Relations
Honda MotoCorp, India is responsive of these matters very well and constantly make their
employees attentive throughout their pre-departure training and as discoursed before also they
deploy their few selected employees only and their personal associates or partner to fly along with
the expatriate overseas in which expatriate is working at job, company observes whether he/she
can fine-tune with their ethos or not and if not then he/she have a option of refusing that proposal
previously going for the last project so as to dodge the expatriate disappointment. Throughout the
pre-departure working out employees are also told to be conscious about the pros and cons of
flying to the host country like extremists occurrence and their régime guidelines and protocols. In
the company employees past chronicles are also tested that how he/she had been with their
International Welfare &
International Safety &
Retaining the Expatriate
associates throughout his/her excursion in the company so far, whether he/she is co-operating well
or not, whether he/she stimulates or discourages his/her aristocracies through hitches in the
companies, whether he/she is a team player and can confront the difficulties tackled by the
company or not. Subsequently adjudicating these possessions then the company agrees to refer an
employee for the global projects so that he/she can perform appropriately in the company overseas
and can also backing the associates of the company in requisite.
Analysis of Management of Diversity
Source: - www.timesofmalta.com
Since 2006 the realm of multiplicity management is completely transformed. In this globalized
realm public have changed a lot in numerous means like age, femininity, competition, background,
community prestige, immobilized ones, nuptial eminence, sensual alignment, behavior, conviction
and cultural belief. But in abroad, societies are detached by belief and traditions. In this
comprehensive biosphere of multiculturalism is the most key factor. A multi-beliefs and annoyed-
beliefs labor force is a mutual cord not only in the domestic companies as well as in international
companies as well.
“Diversity may be the hardest thing of the society to live with, and perhaps the most
dangerous for society to be without.”- William Sloane Coffin Jr.
Source: - quotesgram.com
The basic to diversity management orbits nearby the deliberate discerning and public-oriented
strategies. Mutually human resource management and diversity management is apprehensive with
the role of human resource utility to corporate strategy.
Figure: 1.7- Outline of HR Diversity Management
Source: - (Jie Shen, 2009)
Diversity Management Issue
- Escalating and creating custom of diversity
Functional level HR practice
Teaching employees, networking
communication, stretchy service and
backing for making work-life stability
STRATEGIC LEVEL HR
Structural diversity ethos (assurance of
means and governance), Dream, mission,
corporate strategy and HR strategy which
worth’s diversity, dignified HR plans,
determining and reviewing diversity.
Tactical Level of HR practice
Employment, training and development,
Line Management Participation
Diversity Management Objectives
- Agreement with EEO and AA constraint - Modernization/ Resourcefulness - Openness
- Employee attraction and retaining - Turnover and nonattendance decline - Better marketing
competence - Extraordinary organizational performance
Throughout this day to day transforming biosphere and varying man force, to persist in business
companies are making themselves globally competitive and are giving distinctive initiative for
ambitious women and indigenous segment. Subsequently studying this diversity management
researcher determines that the above figured figure is displaying three noticeable structures of HR
diversity practices which are displaying low employability of females and sectional level
employees in this 21st century also. These people are also exaggerated at the stage of training,
performance appraisal and at the time of promotion.
Honda MotoCorp, India top-level management completely differs with this and does not have faith
in class and lower segment system. Agreeing to this the researcher studied in this company
everybody is treated by the same token and there is equal reward system for all men, women,
other race employees and minority level employees. They have faith in that this is their whole one
as family and if anybody will distinguish amongst their family affiliates then their company will
not tolerate it at all, and as result somehow these kind of incidents may affect the company’s brand
image in this competitive world.
Analysis of Performance Management, Policies and
Source: - www.hrmconsulting.com
Choosing an best employee as an expatriate through numerous procedures for an global project
does not mean that employee who are going abroad for an international project may perform in
with same efficiency and competency they perform at their own country. To perform with their
competency, expatriates need to study about their job what they are expected in the project as role
assigned abroad because there may be particular set deadline to complete the project and various
other factors which may not be in his/her control and which may go adverse to his/her performance
“Performance Management is a process that enables the multinational to evaluate and
continuously improve individual, subsidiary and corporate performance, against clearly
defined, pre-set goals and targets.” – (Dowling, 2008)
Figure: 1.9- Components of Performance Management
The modules of global performance organization delivers a good initial opinion for the study and
is the connection among the international strategies and person’s objectives. Individual should also
notice that whatever he/she is doing is rendering to this global atmosphere because if he/she will
accept his/her old approaches to do work then may be it outcomes to nil due to altering expertise
and atmosphere or he/she can come up with something exclusive then may be its imaginable to get
success in abroad or else he/she have to study about the tools which are used there to make their
project a successfully delivered project.
Accepting the new expertise or coming up with some exclusive awareness is not enough. There
Multinational’s Global Strategies
Individual Employee (PCN,
TCN, HCN) job goals and
Job Analysis Performance Appraisal
A good reward system.
A good head office backing.
Duty attained by the expatriate.
The atmosphere in which the expatriate can accomplish fit.
Adaptable atmosphere so that the expatriate is contented to do his/her job.
After being selected, expatriate should know that he/she have to give their best for their global
project and also they should be dynamic to do the project and it should not be taken casual for the
sake of the company and their superior else it could shrinkage the level of enactment and
henceforth to expatriate catastrophe or low worth of work.
At Honda MotoCorp, India researcher witnessed that they trails a proper model of expatriate’s
performance which is been shown in the figure: 1.10 as under.
Figure: 1.10- Expatriate’s Performance Management Model at Honda MotoCorp, India
Source: - As explained to researcher by GM, Honda MotoCorp, India
Maturity level of the company in the host
Culture in the home and host country Domestic Context
Type of Job and structure
the organization follows
goals of a
Honda MotoCorp, India, top level management rely on that they should tell explain each and every
aspect of global project to the employee during the period of pre-departure training i.e.; about the
salary, overseas conditions and his/her performance expectation from the expatriate, persistence
of the company is take all the aspect out of his/her way which may affect an expatriate’s
performance. Through this a company enable a mechanism through which an expatriate can his/her
best during the projects overseas.
Figure: 1.11- Bibliography
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