Foreign Enterprise Human Resource Services †MyAssignmenthelp.com

Question: Discuss about the Foreign Enterprise Human Resource Services. Answer: Introduction The report talks about the Human resource practices which help in the functioning of an organization. In this report, the HR practices are being conducted in Australia and China. I have shown the similarities and contrast between the types of activities performed in both the countries considering a particular company from each of them with the perspective of making my point more appropriate and clearer. The report has a direct view on how a company of two different countries functions. The companies which will brief with the contents of the document are Beijing Foreign Enterprise Human Resource Services Company in China and Australia Human Resource Institute in Australia (Dowling, 2008). FESCO is known to be the first company to provide human resource services to other enterprises. It was founded in 1979 and has got into existence since then. It is also in partnership with reputed companies of China. AHRI, on the other hand, is a national association representing human resource with around 20,000 members from all over. AHRI concedes the HR experience of its members with a certification program and confides excellence in HR practice across Australia through different awards programs. Before moving further lets make us a bit clear of what does HRM means. HRM stands for Human Resource Management System which is present in all the companies in todays world. Without HR it is difficult for a company to run as this management is responsible for all the important tasks that are required for a company to perform. HR department of any company makes the policies that have to be followed by the staff members. It analyses the work being done at the company and the type of problem s the company faces if any. The work of HR is to take care of the companies finance as well as marketing techniques. We find the difference in the culture of both the companies working under HRM. It talks about the behavior of the company and the capabilities to perform a particular task in one go. The cultural differences of the company have shown a larger impact on their performance, recruitment and selection criteria, occupational health and safety, career management and staff induction which is discussed briefly below (Harzing Pinnington, 2010). Performance Appraisal China is no doubt a leading country in terms of manufacturing. The performance of China has not only increased but rather marked the acme in the world of competencies. FESCO has embodied itself from centrally planned economy to market-based economy. The important role in achieving such heights is played by human resource management and its role has never stooped rather there has been a constant accumulation since the establishment of the market economy (Storey, 2014). The performance of the company has anticipated on the basis of methods beings used by employees while working and the amount of feedback they get. Whereas strategies planned in Australia Human Resource Institute has improved their performance. Australia has put their first step towards managerial outcomes which have experienced the performance only in private sector. The performance appraisal of Australia is because of the debates on visionary issues. It is the use of an integrated strategy which improves the performanc e of individuals, teams, groups, and organizations. Their performance has shaped the performance management of the system. It has improved the organizational capabilities to work. Performance appraisal of Australia involves clarifying objectives and combining them with organizational objectives (Bratton Gold, 2012). Recruitment and Selection FESCO differ in their sources of recruitment. They mainly recruit on a larger level much higher than Australia. The company prefers to have external recruitment more that of the internal one. The recruitment process is done by them mainly comprises of employees able to work efficiently, to check whether they are capable of handling the tasks being assigned to them, whether they follow the values and commitment, whether the employee is willing to work and also the cultural values. When it comes to selection, the company conducts methods such as one-to- one interview, circulating application forms and references (Kavanagh Johnson, 2017). The selection is judged by the authorities on the basis of the interview being conducted, application forms are circulated and through other references. Then when the selection process takes place, the chances of being hired increase as the candidate already inculcates the working experience needed by the company to function which makes it easier for them to perform a task efficiently. The recruitment in AHRI is done on the basis of effectiveness. This company processes the task internally mainly. There are certain norms and criteria for the selection in Australia Human Resource Institute. Only the potential candidates with desired knowledge can fulfill the requirements of the company and therefore are recruited to fill the job vacancies. This criterion gives the candidate the greatest opportunity to showcase his skills keeping in mind to get selected. The selection in such companies is done after the recruitment process which is just not limited to interviewing, or checking references or testing. The selection by the HRMs is done efficiently and equitably (Bach, 2009). Occupational Health and Safety FESCO provide certain incentives to an individual who becomes employees and works for the firm. HR provides the health and safety measures to the employees which keep their interest ongoing in working (Arthur, 2012). Most employees are asked to maintain and manage information regarding the injuries and illnesses that remain uninterrupted by the employers whi8ch harms the results in performing the duties of the job (Moran, Abramson Moran, 2014). The company keeps a track record of the injuries suffered by employees during their jobs and also includes additional information related to their health. But the occupational and health services that fall under the guidelines of AHRI talks about Work Health and Safety Act (WHS). It ensures measures relating to employees safety measures at the workplace. It covers employees overall well-being and how an organization seeks improvement. The purpose of WHS law is to provide safety to people they employ. It checks the employers uniformity to work efficiently with no safety issues. When the HR is set up, the health and safety measures are also tracked which includes, how an employee got injured, his medical expenses, etc (Compton, 2009). Career Management The career management of FESCO has shown immense growth in the fields of business. It is a combination of organization and also an individuals management. The major benefit of the company is that one can upgrade their occupational goal considering the development in their careers. Moreover, the management system of this company has found importance in relation to the HR practices in FESCO. They look at the behavior of staff towards the company and their career perspective is intended accordingly. The practices of this company are highly related to career satisfaction (Rao Rao, 2009). The department of the company observes the employees behavior which sets their achievement in the long term. The company shows the path to the development which enhances the power to work and achieve the desired goals. Wherein, the AHRI makes a perspective to work which attracts them to develop their career. The management of the company is changed as per the demands and requirements hence it has made i mmense glory in the field of giving chances to the individuals to outburst their talent by implementing it as a career. The HR maintains the overall data of the employee and introspect it according to the demands. AHRI recently has membership in ten thousand HRM and continues to grow which makes employees potential to work and speedily. This management has given a suitable platform to the firm (Rao Rao, 2009). Staff Induction Staff induction as per FESCO the assessment of new staff members is done to become closely acquainted with the culture of the company and to develop an understanding of practices at a lower level to understand the role being performed by the company. The induction process in FESCO starts by checking the induction of employees which tells how to participate in two stage induction process. FESCOs induction process varies from employee to employee according to the role played in the firm (Dessler, 2009). The process is conducted frequently during which employees equate a larger part of information. When we talk about staff induction being done in AHRI we see that the company put expertise on a managerial level and to support them in being more active and understand responsibilities. The company welcomes new employees and once the employee is hired HRM puts them into the productive system of working which makes them learn as soon as possible. The induction criteria manage the decision o0 f an employee to stay and work in the company. The staff is induced as per the requirements of the company which aims to give new employees a chance to prove themselves with greater appreciations (Rothwell, Jackson, Ressler, Jones Brower, 2015). Conclusion As far as the business is concerned new find China has been the leading country in terms HRM to that of Australia. China has the best resources and better strategies and also we find today China is considered to be the largest growing country in manufacturing. Therefore, while conducting the assignment it has been found that Chinas HR management had evolved to a greater extent than Australia. Australia has shown a gradual growth in this field. References Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn. Bach, S. (Ed.). (2009).Managing human resources: personnel management in transition. John Wiley Sons. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Compton, R. L. (2009).Effective recruitment and selection practices. CCH Australia Limited. Dessler, G. (2009).A framework for human resource management. Pearson Education India. Dowling, P. (2008).International human resource management: Managing people in a multinational context. Cengage Learning. Harzing, A. W., Pinnington, A. (Eds.). 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