Strategic Human Resource Management for A Music Company

Describe about the Strategic Human Resource Management for A Music Company.

Introduction

The overall report is concerned with the strategic human resource management. A music company called Galaxy is facing issues regarding centralization of the organization. The old members of the enterprise do not agree with Black's proposal of centralization. Black is the newly appointed Worldwide President. The President has currently executed a greater centralized control. Subsequently, some of the old staffs of the company got angry. While Black begins the conversation in a meeting, the Managing Director, Alain Legrand first put a barrier on his proposal. There is an intense tension between the international head office and the operating companies. Black is trying to globalize the company, but the senior members of that company think that they might lose their authority and position from the enterprise. An organization needs to be globalized for future development, and so an international human resource management is required to solve these issues. To achieve these solutions, Black have to apply some human resource theories and some HRM applications like recruiting new experts. The decisions should be made ethically. The strategies of human resource guide personnel choices that confirm the finest fit for an organization such as Galaxy. Human resource responsibilities such as recruiting, retaining and hiring of employee’s balances a company for the future purpose. A well established strategic human resource management is useful for the training and development of the existing as well as new employees. The project is known as the Shanghai project.

Challenges of international human resource management

Galaxy has some problems related to international human resource management. First of all, the organization stays approachable to the local environments in which it was functioning. In the meantime, it also pursues global efficiency(Brewster, Sparrow and Vernon, 2007). Other challenges like control of foreign operations and coordination among international units is also an issue to the organization. Most of the organization focus on short-term implementation, but the company develops capabilities for future effectiveness. For example, Alain Legrand of Galaxy is looking to improve skills for future effectiveness by a short-term execution. Today, every organization needs development and globalization to achieve long-term benefits. Galaxy needs to respond to institutional and cultural diversities. Besides, it also requires global integration and the utilization of emigrants. Moreover, the challenges can be solved Galaxy enhance global coordination such as knowledge, innovation, social capital and shared values(Bebenroth and Kanai, 2011). Most importantly, the company needs to foster a close relationship as well as dialogue with the musical institutes and governments so that HRM departments can promote the organization by featuring an artist from that institute.

HRM in international framework: the framework

The international human resource framework is based on some factors such as incentive scheme and strategies, the guiding principles of human resource practices, essential practices of HR, the roles and responsibilities of HR and the three stages of HRM. Initially, the human resource managers need to establish a strategy which consists of productivity of the organization, value-added to customer, employee rewards and so on(Dinsmore and Cabanis-Brewin, 2011). After that, some principles should be followed such as logic-driven analytics, segmentation, risk leverage, optimization, and synergy. These policies will help Galaxy to identify core issues and also provide them with strategies to solve it. As soon as the problems are identified, some primary human resource practices should be implemented. The HR practices include workforce planning, branding of employees, selection, recruitment, international transfers, communication, job evaluation, measurement of performance, career management and so on. Now, the management team of the human resource has to act quickly. HRM must develop tools, procedures, and policies to help Galaxy maintain and improve the organizational capabilities needed for supporting the model of the business(Bondarouk, Rue?l and Looise, 2011). HRM also needs to follow the three stages such as building, realigning and steering of HRM.

Becoming locally responsive

Local responsiveness indicates to the choice to convey work in numerous areas versus uniting work in one or a couple concentrated areas(Palus, 2010). Although, dissolving work to multiple regions enlarges the adaptability of Galaxy to finish work undertakings whenever and wherever required. Aside that, an exceptionally dispersed workforce, maybe comprising of a multitude of portable salespersons, programming software engineers, or administration administrators, represents this compelling. Moreover, these laborers might be sorted out by nation or area if the firm is huge(Ybarra and Krebs, 2016). The key factor is that the locally responsive company tries to circulate function however much as could be expected. In this manner empowering close contact with clients or suppliers and the capacity to envision and react to their necessities. Local responsiveness has some business drivers like industries, customer requirements, local substitutes, host regulations of governments and diversities in distribution and market channels.

Achieving Global integration

If Galaxy able to achieve global integration, then the organization can get numerous benefits. The advantages include global branding, world-class excellence assertion, quick response for changing the conditions of competition and supporting of global customers(Byun and Lee, 2015). A comprehensive technique incorporates an operational danger. If a battle breaks out, the administration of Galaxy may go on incursion or a natural disaster happens where a company fabricates its global services and products then it will most possible be unable to please its obligations. Also, if the laws of employment or enterprise laws alter in the country where the association makes its global services and products, then that could destroy everything. Besides, the substantial drawback to look for after a comprehensive procedure is a perfect methodology but it does not work in all business sectors(Limaye et al., 2016). Significantly, a limited markets have particular tastes or are more delicate to valuing. Also, an the products of the company perpetually are better known in one country than another country, choosing in which countrya product or service will be anormal issue. If Galaxy assesses inaccurately, then error could cost it a fortune.

Structuring Global integration

To structure a global integration, perspectives should be set. The views must be set based on competition, people, and organization theory. Companies such as Galaxy finds the structure difficult because there are no simple solutions. At first, the competitive structures must have strategic importance to tackle rival companies. Apart from these, a global integration can be structured using a comprehensive process such as leadership development, performance management, knowledge, and innovation(Hoekman and Javorcik, 2006). On the other hand, structural mechanisms such as multidimensional structures, cross-border terms, and lateral steering tools also help to structure a global integration. In lateral steering tools, the teams that coordinate decisions across different units complements the traditional top-down hierarchy whereas the cross-boundary teams are the core blocks of coordination. Besides, leadership roles include development and communication of compelling vision. The leaders of Galaxy must facilitate personal relationships and build trust. They also must ensure external focus and coordinate with other teams and units. The responsibilities also include the management of stakeholders and sponsors. The employees can make use of "split-egg" method to improve their work towards the organization.

Building social architecture

The Strategic Human Resource Management consist of creating a social design. A social structure has three dimensions such as social capital, shared beliefs, norms and values and global mindset. Moreover, a social model is significant for organizations such as Galaxy because it provides a way of controlling and coordinating large complex multinationals. Social capital is a resource that derives from interpersonal connections and relationships of social actors(Social relations in building as a value-producing process. The production of architecture in wider contexts, 2012). If the organization uses social capital, then it can get profit in future. The personal relationships of social capital can be utilized for accessing other resources like support, information, and knowledge. Additionally, social capital has benefits such as permitting access to information and improvement of innovativeness. Social capital also enhances the collaboration and solidarity of the company. Apart from these, it provides influence and powers and also facilitates the retention and attraction of talents. Today music industry has gone to the ultimate position by using social networking sites like Facebook, Instagram, and YouTube. These online technologies will help Galaxy to promote their brand globally all over the world. As a result, it will fulfill the objectives of the new worldwide President, Tom Black.

Managing global talent: Recruitment, Selection, and Retention

Since Galaxy is facing issues such as centralization of the organization. To solve the issue, Tom Black has introduced HRM team for the recruitment and selection of new experts. These experts must have a globalization experience(Pollitt, 2007). The Human Resource Management utilize strategies to perform the above three process. The talented senior employees should be retained. The retention of skilled employees in Galaxy is one of the trickiest endeavors upon which the music business can go on board because of the type of strategy regarding retaining of employees. These policies help the organization to continue the economic balance per year. To provide support for the evaluation and monitoring of the employee retention and recruitment strategies, the organization must be succeeded by an implementation committee. A new employee provides a fresh start to the company.

Developing Global Leaders and Global Performance Management

The limit of global leadership is developing increasingly regularly as a coupling authoritative. Also, the majority of the collective thoughts in business about extensive leadership reflect endeavors by administration specialists to adjust the experiences of their field to the universal field. Organizations like Galaxy must advance a society of knowledge and development for all the workers. The education must include shared duty amongst worker and supervisor to provide assurance that advancement opportunities are distinguished(Varma, Budhwar and DeNisi, 2008). Universal projects are utilized for creating worldwide leadership ability and to encourage a global outlook, differing qualities, and expansion. Additionally, transitory specialists do not participate in Galaxy learning or leadership improvement contributions. Aside that, construction offers traverse an endless collection of points and are given through both at work formulating and online to all full and little maintenance employees internationally. Galaxy urges workers to look for cross-segment, cross-practical and cross-local experience and it is reinvigorated by their worldwide procedures around the globe.

Facilitating change in multinational organizations and managing alliances and joint ventures

Change management is another strategy which should be followed by the Human Resource Management of Galaxy to bring out a change in the organization. The organization can get many benefits from change management(Readiness for Change, 2010). Change helps to put in line an existing resource within the music company. For example, change includes promotion of brand equity by introducing famous artists. Moreover, it allows the company for assessing daily running of business. Due to change management, the performance of the employee gets maximized when staff feel supported and understand the process of change. Apart from these, customer services are also increased.

Transforming the global human resource role

The professionals of the industry state that outsourcing is one of the sharpest developing changes to the internal association of human resource organizations. Moreover, a couple of affiliations offers supreme HR movement to an outsourcing organization which includes the association of enrolling, pay, planning, on-loading up, and execution organization. Besides, using external suppliers' licenses organizations to upgrade structure movement substantially by setting the onus to keep up hoisted necessities on the organization provider(Quality Improvement in Adult Vocational Earning and Training: Transforming Skills for the Global Economy, 2009). Research shows that transport of HR organizations is the greatest cost realized by the HR limit and routinely joins the use of dealers, advancement costs, and internal people costs. According to Hewitt, the associations use human resource development based charging gadgets to help human resource in appreciation organization transport costs. To help ensure cost efficiencies, organizations should moreover guarantee the right people are revolved around the right activities and methodology.

Conclusion

The report consist of solutions which help Galaxy to deal with the issues and challenges of human resource management. Moreover, the report consists of challenges of international human resource management, an international framework of human resource management, the structuring, and achievement of global integration, global leaders and their performance management, the recruitment and selection process, employee retention strategies, the role of global human resource and change management strategies. Today, music business depends on the productivity and a music production needs a lot of money. Therefore, a proper strategic human resource management is required for companies such as Galaxy to make profits from the music production.

References

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