22TW3 Human Resources in Global Contexts

Introduction

Nimble Storage is a startup data storage and processing corporation that was established in the year 2008. The headquarters of the company is situated in San Jose, California. The company deals in data storage hardware and application. The company specializes in storage of arrays of data with help of the ISCSI and Fibre Channel configuration. Apart from that, the organization also provides backup of data and services related to management of data. The organization is a subsidiary business of Hewlett Packard firm. As retrieved from the case report, the organization has issues with its success and potential development and there are hence questions related to that. The CEO of the company is Suresh Vasudevan, and Paul Whitney, the vice president of HRM, add set ambitious goals for the organization (Bahrami,2015). Within a span of three years they set a goal of becoming a billion dollar organization which is an optimistic outlook. They have decided to achieve this goal by completely converting the current storage structure using the Hybrid structure for the storages. The developmental effort of the company and the introduction of the nascent leadership program has generated much of the news and conversations about the firm’s growth and globalization as well as their impact on the initiatives of the people (World Bank, 2005). This paper will evaluate the gaps in the business practices  of the ogranisation and  indentify its  readiness to enter the global market. The paper will also  evaluate the  current practices  in terms of human resource employees, tehnological inefficiency as well as organizational structure  incliuding their mission and vision  statement. 

Gaps in the organization's current practices within the global market relevant to H.R.

The recruitment process of the employees in Nimble Storage is a huge weakness in the company's global market. The recruitment team has only two members who I overburdened with the duties of both recruiters as well as the scheduler; therefore, it becomes very difficult for the recruiters to identify suitable candidates for the global market. Moreover, there is also a high chance that one of the recruiters would be biased towards the particular region. Therefore, one of the main suggestions for the organization would be to expand their recruitment team and include more than three members. Another alternative solution to the problem would be to hire various external human resource management organizations who could approve the recruitment of the employees based on their skills and experience. 

Another problem that has been identified in the recruitment of employees is the policy of hiring employees who are being referred. As per Whitney, 60% - 70% of the workforce or higher are through referrals. However, this process is not helping the company expand their operations in the global market because it only allows the organization to recruit people from a local region rather than recruitment of a diversified global workforce (World Bank, 2005). This kind of organizational workforce is ideal for working over specific regions. However, it is not at all effective in meeting the multinational needs of the company. Therefore, the company should aim to diversify its workforce, keeping the global environment in mind (Wagner, 2014). 

Gaps from a geocentric perspective

Few of the H.R. department practices have been found to be very effective and productive for the organization. From the Geocentric point of view, there are problems and gaps in the recruitment process. The organization is mainly focused on its preservation of history and status quo. Thus, the employment of workers based on a reference may not suit the geocentric pairing of the organization. As already mentioned, the referral system concentrates on employees from one particular region rather than recruiting from the diverse region. The plan of recruiting employees based on referrals has been quite effective for the initial few years, but soon the organization had to recycle talents. Through the process of retaining talents, the organization was unable to expand on an international, raising the need for restructuring (Bahrami,2015). The recruitment method was unable to meet the desired expectations, so the organization had to recruit the same talents over and over, which inversely impacted the ability of the company to adapt to the worldwide competition. Any business that desires to expand and grow globally would require a variety of talent-set with varied skills, talents and experiences (Neubert & Lesniak, 2013).  

The second gap that has been identified is a lack of connection with the organization in terms of international cultures and values. The values of integrity, collaboration, accountability on my initiative and listening were greatly appreciated before the arrival of Whitney. Whitney and the executives had completely re-articulated the organization's core values. Although the core values were changed, many employees, including the sales representatives, had a different approach to these ideals. However, they feared that they might be terminated if they fail to uphold the organizational values. This, in turn, disturbed the smooth relationship between the employees and the management. The worst have affected the group in this scenario where the sales person played a crucial role in extending the company's functions in a global market. The staff members from effect cultures felt left out in their workplace as the corporate setting was completely different from their native nations (Kallens, Dale, & Smaldino, 2018). 

The inability of an organization to accommodate the global environment due to a lack of cultural diversity is one of the most common problems in the corporate world. Indie companies are unable to adapt to the shifting cultures and circumstances. They are often riddled with concerns related to the hiring process as the organization of and desires to withhold their own cultural values and status quo well stop this results in alienation of employees from other regions. Moreover, the recruitment personnel does not consider employees who understand the global market as they're more biased towards the referral strategy. The company also had a very poor approach towards maintaining employee satisfaction, which is expressed in poor employee retention. Dean's ability of the company to retain their employees inversely impacts their ability to accomplish their objectives. Therefore, the organization should focus on providing a better employee compensation package and indulging in various employee welfare programs to increase employee satisfaction and retention. The company also lacks transparency within the organization as well as on any social media platform such as Facebook, WhatsApp and Twitter. The company believes that transparency would compromise the organization's sensitive data confidentiality. The lack of transparency results in a lack of employee happiness and employee iteration. The company requires changing their priority and recruiting candidates based on their skills irrespective of their location around the globe (Wagner, 2014). 

Gaps in the technological tools and structure of the organization within a global structure

The workday technique could be defined as a major gap that revolve around the technological tool and structure of the organization. Nimble Storage works like the workday technique to handle their data for over 18 countries, and many countries are continuously being added to their database (Bahrami,2015). This may have been an effective long-term solution; however, there are certain flaws in it. For example, if a technological problem arises in the workday system, the users will become completely helpless as they could not solve the problem given their lack of knowledge. At the same time, providing help for each customer would also be very difficult to give to such a huge customer base. This type of situation is highly undesirable in the global market. Consumers in the global arena have expectations instant answers from suppliers and producers. Therefore such drawbacks may lead the company to a competitive disadvantage. Another most common technical flaw identified in the workday technique is that it is not a very popular marketing procedure. This may be highly non-beneficial for the clients who are an important asset to the company. Nimble should prioritize the workday technology rather than serving clients with a less desired business model. Looking at the organization's customer base, they are required to have a prompt and dependable service to maintain themselves in the global industry bootstrap. The organization must also consider a strong corporate framework. 

Moreover, the business could modify its organizational structure. They can develop and complete an inclusive framework that would examine every aspect of the enterprise on an international level. At the very beginning, they must look into the weaknesses and rectify them before converting into a MNC. The second thing that should be evaluated is their priorities as well as the culture that is suitable to expand on the global environment.  

Prior to entering gaps in the global market, the organization must find the gaps in the corporate framework as well as a mitigation plan. Apart from that company also needs to identify the product readiness in the global framework. The business also requires considering factors such as logistics and target marketing through digital platforms and delivery channels. Some off-shore buyers would directly go and  buy the product from the stores  whereas some may question their need for the product. Nimble Storage must keep into account the needs and demands of the customers before actually introducing the product in the market. Where are Laws and regulations also play an important role Anne regulating the sales of the product in the international market (McManus, White, & Botten, 2008). If the employer the management of the companies are unfamiliar with the foreign lands' rules and regulations, they are required to be briefed before commencing operation.

Analyzing the mission statement

The main mission statement of the company is "Our Mission is to provide the industry's most efficient data storage platform." (Bahrami, 2015). The mission statement does not clearly express the company as a multinational firm. Moreover, the goal of the business is also not aligned with the global climate. It shows that agency is unable to do so they can accept and implement all the aspects of sustainability, including social, fiscal, and environmental. The main agenda of the company is to put a special focus on economic and social interests at the cost of environmental impact. This clearly makes the mission statement not fit for the global market. Adding to it the annual target of the company and the objectives, I'm not at all tuned with the global marketing environment. The organization has taken its initial move towards becoming an international enterprise by operating with clients from more than 18 countries in more than one way. Therefore the thing that remains for the organization is to redesign its mission to incorporate more multicultural and sustainability aspects.  

The company also needs to re-modify their annual goals and priorities to suit the global corporation as the company is highly motivated to accomplish and expand their market. Remaining focused on the measures that are required to achieve the organizational goals could ensure progress. The organization's mission statement is often used to motivate employees to appreciate the organization's objectives. In other words, the statements could be easily used for internal and external aspects to enhance performance (LaBelle & Waldeck, 2020). Nimble Storage is a subsidiary of H.P., which help the organization with the exposure they want to have to compete globally. However, the current mission statement does not reflect that they are a global enterprise or differentiate between rent and potential customers. Any declared multinational enterprise organization does not imply that it is genuinely globally spread. The capacity of the organization to work effectively in a different global market requires a very geocentric staff who are efficient enough to promote the business' mission on an international level (Neubert & Lesniak, 2013). Therefore the organization needs to adopt A more geocentric agenda that would eventually reap benefits and support the growth of the organization. This strategy would also allow the organization to cultivate a more dynamic environment, add it would be able to incorporate the advantages of varied cultures and incorporate the different values. 

potential gains regarding business practices if it adopts a more geocentric focus

A geocentric approach could be defined as the company's dependence on global resources, global network system and recruitment in an international-personal space around the skill sets (McPhail et al., 2012). In the global atmosphere the firm’s management finds a huge potential. The geocentric thinking style signifies a global perception and a global profit for the company. These global paybacks could become a valuable asset to the organization if the organization takes a do you have centric approach. Through the use of this model, the most qualified as well as important resources from all around the globe could be identified (McManus, White, & Botten, 2008). This would create a value of cross-cultural awareness and flexibility along with the capability to attract global consumers. Moreover, a geocentric approach could satisfy the needs in accordance to the time zone of the individual. Where is a business seeking activities to serve the international price would also be strengthened by the use of geocentric recruitment (McPhail et al. 2012). 

Nimble Storage could benefit from a more geocentric technique through the usage of human resource analytics for workforce preparation. The usage of H.R. analytics would enable the organization to modify recruitment and retraining strategies for an effective and developing workforce for the future (Peng, 2016). Adopting a more geocentric focus would enable the firm to use various insights such as nationality, and there is another diversity in indicator which enhances the understanding of the demographics and make a more effective recruitment plan. Moreover, keeping a do you centric focus would help the organization too introduced various innovative methods for locating and recruiting the best talents. Another gain from this is that the positioning of the company could be well included with the human resource prospects and risks in the global market as well as facilitate effective decision-making. For example the company would be able to remain flexible to profit from on the opportunities at the same time minimizing the risk related to it by collecting, analyzing help comprehend train various factors. (McManus, White, & Botten, 2008). Also the company would also gain from building a business proposal for CSR while venturing to emerging markets becausr embracing a greater geocentric technique enables the organization to avoid tension between corporate social responsibility and business decisions but the growth of business in the formants market. 

By incorporating the geocentric recruitment process Nimble Storage would also be able to simplify multinational actions at a very low cost. The company would take advantage of the versatility in their employees as well as improved control over the no local issues and increase their entry of business in each operational area. The benefit of cross-cultural thinking and publicity along with the possibility of attracting new buyers all across the World can easily be harnessed through geocentric approach. Geocentric strategies will also help address various customer issues according to their time zones. Moreover the customers would feel more at ease while interacting officials from their own country in the support department. This would in turn result in the company' effectively identifying solutions to the local and set of regional difficulties. A global approach would allow the organization to amend a vision that is more adaptable, diverse as well as multi-dimensional. Big samples of organizations using you can take approach to expanding market are Google and Facebook. 

Potential gains regarding employee collaboration if it adopts a more geocentric focus

The major advantages of  geo centric stance for what the company's corporate practises in terms of its employees collaboration would comprise the ability to efficiently achieve business goals as well as mitigate the current gaps and issues. They collaboration of the employees this is provided by the geocentric approach of nimble Storage would provide incalculable future benefits. All the possible benefits include a stronger workplace collaboration allowing the organization to pull in a lot of expertise contributing towards the progress of the company's project more efficiently. Moreover if the company uses up more geocentric approach employee collaboration would enhance not only the employee satisfaction but also led to a formation of an knowledgeable workforce. for example a cooperative workforce could automatically foster a the sense of identity within the organization and had thing the cohesion between the workplace community well it's tough this would also help the organization to motivate their employees go beyond be intended responsibility resulting into a effective implementation of the strategic policies. It is a well known fact that employee collaboration enhances corporate efficiency, cultural creativity and many more (Elcom 2016). The main reason behind this is working closely with the employees increases the cooperation between the teams and thus increases their division towards the company facilitating innovative practices. 

With the geocentric approach the main concern will be training everyone to come together blood stop this training would hello people from diverse backgrounds to come together as a part of team and bond with each other. The company would also participate in various international activities at a very low cost and will be able to deal more efficiently with the local issues. This would also increase their rate of customer penetration in the feel in a much more efficient manner workshop adjacent approach would also enhance the teamwork of employees as they will function more as a part of one machine rather than acting as each individual based on their diversity (Welch & Bjorkman, 2014). 

Critical success factors from an ethnocentric approach to a geocentric focus and achieving potential gains

Some of the critical factors that are essential for effectively moving from ethnocentric approach to geocentric approach are we forming of the human resource strategy in terms of recruiting, the willingness of the staff to adapt and reinvent the industry, improving the cultural competence as well as expanding the global corporation worldwide. The employee recruitment focused on qualification rather than the geographical location would provide a key success driver in moving toward geocentric approach . Moreover this would allow the workers who grasp the idea of competing in the international environment enhancing the company's ability to effectively penetrate in the international market (Subbloie, 2014). Workers could be hired based on their interactions, skills as well as their leadership quality from a diversified culture. In this case the individual's expertise can be of the major concern for the growth because it would provide a greater value to the organization than the place of origin. as the global markets evolve the companies are also required to simultaneously keep on their investment and grow their business considering the facts of lower labor costs and tax cuts. (Deresky, 2007). This word also require people to adopt and reconsider the where's the organization operates in order to promote a successful change. For multinational organization to achieve a competitive advantage they are required to incorporate particular cultural experience and that is adaptive qualities along with the capacity to create and international perspective to incorporate diversity within the workforce. 

The organization while deciding weather to focus on the regional representative or prioritize the loop of global assimilation therefore the manager should exercise a complete impartial recruitment within the organization. These key factors would assist the organization to create a very strong culture as well as help to establish strong management strategies for the international market. The organization also needs their employees to be comfortable with mingling with various host investors, customers in a completely unknown environment and country. By obtaining a international recruitment strategy the above goal could be easily achieved. The company would also help themselves to expand add reduce the competitiveness within their original country. 

Global political trends for potential risk events

The major global political  trend  that  the company should  be aware  of is the global drive of recruitment of regional and local workers. The nations  all around the world  has been forcing  multinatinational organization  to recruit  people from local  labour pool  which  would  create a huge problem for human resource management. If this situation continues and the nations tighten the limits on the ability to operate their business overseas it would generate a great difficulty for the HRM to gather working permits for its employees. Cross-border enforcement is a very important political trend impacting the practices (World Bank, 2005). The International and national labour laws are different in each nation, this is a political trend that the company should look into while hiring their global employees (McManus, White & Botten 2008) and take guidance. The salary structure and the incentives also have a huge role to play in hiring people for the organization. Due to globalization employees are aware of the regulations of working in foreign nations (Itika, 2011). The businesses could now develop their operations and offer their goods and services to an extensive range of market. However the HRM department is likely have to adjust to the future taxes, Customs and Border security issues as a consequences of this situation. Setting up supply chains and operations in the foreign land would attract additional licenses or additional taxes due to the procurement of materials and other things. Setting up firms and working in other nations ought to comply with the labour laws and wage laws of that nation. However the task of understanding those labour and wage laws along with the regulations is a critical task for the firms and the management . However the organization needs to follow them in order to avoid any kind of serious consequences. The H.R. department who could look up with the recruitment plans and procedures followed worldwide to understand them and recruitment of the local labour force that are being added to the company. Thus, hiring of the foreign employees within the company becomes significant even though  it  means  that the company incurs an extra expense.   

1. Recommendations:
2. Strategies for accommodating current and future global political changes
   
   

In order to accommodate these important and required political changes the first recommendation that I would like to suggest is to remember that the company offers protection against all political risks as well as ensure that it covers all the workers within the organization (McManus, White, & Botten, 2008). However, insuring against  any political risks would provide  protection for the unstable political backdrop. 

The second recommendation is that the organization needs to reconsider their recruitment strategy. The organization me face various political issues if they do not consider the local workers within their organization. Apart from that the labor laws of that nation may also create a significant number of barriers for effective functioning. The company showed evaluate and reconsider the number of local employees that could be admitted within the organization by re modifying their recruitment strategy internationally. There have countries that the company may be liable to discuss various labor law revisions with the different boards and authoritie's of that country such as the labor unions, the employee boards and/ or employee representatives to obtain the final feedbacks before it could be finally executed. It is also important to keep into consideration all these stakeholders while making any importance strategy (Itika, 2011). Moreover, if the local laws are not different then the local culture may vary from the cultures of the host country of the organization. The cultures could change nationally or political. The firm should adhere to the cultural differences to while establishing on foreign soil, so that they do not have to face political hassle and backlash. 

The management ought to review all the policies from all the countries that seems viable and important to it. This would ensure that the policies formed by the organization are in alignment with the needs and requirements of that particular country. In certain scenarios this may seem to be a very hectic process but in the long run this would help the organization to stay out of any legal problems in the international market. In some of the cases cube the countries have laws that post the organization to employ local people (Gueutal & Stone, 2005). This would also help the organization to determine whether they require any kind of new form of operations.  

Recommend strategies for accommodating current and future technological developments. How should the organization establish and maintain technology?

Post the collection of these information regarding the Nimble Storage and its plan to outgrow globally I have decided to suggest that is should not spend much resources on its current technologies as it is constantly changing. Moreover it will also cause the company several losses because it would result into a complete overhaul of the system frequently. Instead it is recommended that the organization decides to use a new technology to upgrade its infrastructure. This will not only support the firm by provisions of efficient and readable service to the consumers but also be very long lasting. They work they model currently utilized by the organization has a lot of drawbacks including a lack of accountability and front line facilities. Moreover the firm will also be able to maintain its own technology through its pilot program. This procedure will also demonstrate technological viability of the company at the same time it will also provide reliable reference for various departments within the company. As the installation of the new technology occurs within the company it could also easily identify various imperfections such as the ability to integrate other upcoming technologies and workout task filling operations through the use of these new technologies. Once the flaws are identified the organization would be ready to scale up. This training sessions would be a key to maintenance of new technologies. The organization could also provide custom made it's training sessions do workers by offering a wide range of choices. 

Strategies or activities to improve interpersonal relationships

Nimble storage code formulate a number of ways to increase their one on one relationship between the employees all across the globe. One of this strategy is to implement effective dispute management plan in order to settle conflicts within the organization effectively (Obaakpolo, 2015). This approach is a valuable uh it would efficiently resolves any kind of conflict rising within the organization Conflict management and team building within an organization is also very important part in in enhancing the cohesion between the employees working within the organization. I would also suggest that the organization implement the top two down method that allows the managers to collaborate tools while interacting with different employees (Obaakpolo, 2015). This would also assessed employees to develop new communication networks from my bottom to top as well as motivate employees to participate in various team building activities. I would also suggest developing a strong employee partnership within teams all across the glow which would create a lot of benefit for the organization as the employee would feel a higher engagement which would ensure that they cooperate and assist each other in providing healthy inputs.  (Golensky & Hager, 2020). 

Another recommendation that I would propose for nimble Storage is to improve their team building. The worker needs to function as a team as well as communicate with each other creating strong relationship. In order to improve their productivity as a team member workers should be evenly distributed to avoid pressurizing other employees. Stop working in teams are better lying and more versatile. The organization needs to establish diversified multicultural workplace to succeed in the global market. In order to achieve this the organization could utilize the cost benefit analysis in order to determine the cost and they benefits to the organization (Campbell & Brown 2003). This would help in the evaluation of the overall programs cost to the benefit. Nimble Storage could also promote enthusiastic work culture when it comes to CBA. It is a well known fact that motivated employees are a product of enthusiastic workplace and culture created by a collective partnership between the employees. Employees are the important part of any corporate culture and the H.R. could collaborate  with   them  to  create  strategies  which  would help them incorporate  new  strategies. This would include them in various  decision making process . Another major factor is transferring the interpersonal relationship in respecting and appreciating all teammates. This would reduce stress within the team and enable the workers to learn more by being more understanding of the diversity. 

Technological tools and improvements to reduce global barriers

As far as the technological problems of organization in terms of global barriers his concerned I would like to recommend the usage of cloud technology. Technology has been a very important and essential tool in the recent years. It has become one of the most inclusive and equitable workplaces in the recent years. One of the most commonly used technology today is the cloud technology. The cow technology enables the business to operate their information technological departments in a more efficient as well as in a versatile manner. Cloud technology has the power to convert the entire organization and business structure to fast moving and versatile format. Different companies have utilize this technology to simplify different collaborations both internally and externally as this has helped them to reduce the integration problems. This is the reason why Google, Microsoft, Amazon, HP and Rackspace at highly capitalizing on this service. Declive technology has played a crucial role in breaking down different barriers within the organization as well as between Paris firms through the utilization of Internet resources and software for any platform in a long term. The cloud system helps the organization to integrate the support units such as the I tied apartment, the financial department and the HR department in order to become more efficient. The technological advancement and cloud technology has increased the organisations transparency. Therefore nimble storage should also make changes in there way of recruitment. As per my opinion nimble should hire external HR agencies or recruiting individuals for their company who are more familiar with the global marketplace. The organization should also promote diversity, inclusion and equality within the workplace creating a healthy work environment. 

Revising the mission statement

Another recommendation that I would like to make for the organization is to reconsider their mission statement. The company should make the mission statement as “our mission is to provide the industry's most efficient data storage platform both locally and internationally”. This mission statement would provide a greater consideration of the international market and would capture the aspirations said by the company. This mission statement clearly expresses the organization's desire to become a global market and network for employees, customers and others probable investors. Through the inclusion of the phrase locally and internationally the company also expresses the idea of not being limited to a singular region and it's future expectations of expansion. This in turn ensures that the organization is capable of creating a sense of inclusiveness in meeting the needs and requirements of both the stakeholders and the shareholders. 

How these recommendations should be implemented

All of the suggestions would be carried out by the HR department. They are responsible for developing and maintaining a strong long term systematic plan in accordance with the recommendations but and showed that it provides the least possible risk. The complete pathway and the road map needs to be double checked, redrafted and modified as well as improvised every three to five years according to the needs and requirements of that time. The road map should also include a complete forecast of the budget framework for all the important parts of the project. However, it is not possible to predict future expenses and budgets accurately for the long run hence an estimated budget would be prepared. The implementation of this recommendation would also require to be monitored both internally and externally. The organization could set up barriers review committees which would include various neutral subject experts for conducting unbiased reviews of the process being followed within the organization. The company should also keep an eye for this skill requirement of the employees and provide training and retraining to the employees to keep their pace with the current skill requirements.

Recommendations regarding how to make the organization more global while maintaining its unique identity

Nimble at first needs to identify and clearly define their primary ideologies like the mission statement and the values it wants to achieve in order to create a successful brand identity. Moreover the organization needs to critically established there brands business model to their customers. By clearly defining this few items the organization would create a foundation stone upon which they could create their brand and successfully position it. It is very important for the company to clearly position itself in the market in order to distinguish itself from the other competitors both in the form of a distinctive company and a valuable one. The code branding strategy of the company should be provide assistance and informing the entire globe about the strategic vision of the organization. The organization should clearly provide their course and intent about all the market that they want to operate in. The brand identity of the organization should how's the idea of the type of product and the way the data management is that update for the international market. The brand identity should provide the room for expansion so that the organization could incorporate where is new opportunities at the same time serve as a template for creating strategies. The international brand identity created by the organization should be dynamic in nature which could adapt all these requirements through the changing time. As far as the tag line of the company is concerned it should be almost similar to the idea of creating are very unique and exciting experience. The company also needs to ensure that there online image is in alignment with the reputation of the company in the offline market as well as they comply with the objectives of the brand. although it is very in Part 2 for the brand to create a very deep relationship with their consumers the organization should also keep room for growth and development. The final piece of recommendation that I would like to suggest is that the company in order to remain highly competitive must constantly review their strategies and modify it according to the needs and requirements.

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