Human Resource Management: R&D Centres Essay

Questions:

1. Evaluate the systems and practices of MNCs. Why MNCs have located R&D centres in developing countries?
2.What is the problem in the case situation? Evaluate the problem and suggest appropriate plan for company.

Answers:

1. Any organisation that has its work operations running in more than one country is known as a multinational organisation, multinational company or MNC (Quora, 2014). The business world has greatly evolved since the spread of globalisation, liberalisation and privatisation, which has exposed business organisations to complex working environments and tough competition. As a result, business organisations are trying their best to enter untapped markets and achieve benefits of multinational operations.

Multinational companies have a greater advantage over their competitors as they can use different internal and external environment factors of different nations to their benefits and increase their overall effectiveness in the global market. A recent trend that has been observed amongst the multinational companies is the shifting of most of their research and development, also known as R&D, operations to developing countries (Pettinger, 2017). The reasons because of which MNCs have been shifting their R&D departments to developing countries are discussed below:

First of all, developing countries have a huge untapped market potential in terms of skilled labour. MNCs require a lot of expert knowledge and a competitive workforce to strengthen their research and development operations, which is abundantly available in developing countries and at a cost which is lesser than what they would have to pay to an employee of an industrialised or a developed country.

Secondly, it has also been identified that some of the developing countries have importance resources available in abundance and at prices which are considerably lower than that of the developed countries. For example, cost of electricity is lower in developing countries as compared to the cost of electricity in industrialised countries (Futureofworking, 2016). Thus, MNCs are able to make use of economies of scale and reduce their operational costs drastically by shifting their operations to developing countries.

Thirdly, government of developing countries can sometimes offer incentives to multinational companies that are willing to expand their operations in their countries. Foreign Direct Investment can play a huge role in the development of developing countries because of which, governments are more likely to offer tax incentives to multinational companies. Thus, multinational companies are able to make use of these tax incentives and ultimately increase their profitability by shifting their operations to developing countries (Sharing.org, 2006).

Fourthly, spreading operations in different developing countries allows multinational organisations to understand the market demand of a greater customer base. It also allows MNCs to share the resources of the world in a better way and make a positive use of all the resources that are locally available.

From the above information, it is clearly evident that shifting R&D operations to developing countries can allow multinational companies to bring about huge deductions in their operational costs and make use of economies of scale, which ca ultimately help them in becoming more productive, efficient, competitive and profitable. As a result, the trend of shifting R&D departments to developing countries is becoming highly popular amongst MNCs.

2. Jack Nelson, the newly appointed member of the board of directors, is facing a case where there is a lack of employee training and development, which is having a negative impact on the workforce. The lack of training and development programs can be attributed to the fact that Ruth Johnson, an excellent employee according to the supervisor, did not even know the name of the machine that she was operating and the function that it was supposed to perform. To add to the misery, the bank is experiencing high employee turnover rates and the recruitment process is highly decentralised. There is a constant shortage of workforce in the banks and the focus of the management is more towards the customers rather than stressing upon the management of their human resources. Therefore, lack of workforce planning is another issue that the bank is experiencing.

Jack Nelson can easily deal with the ongoing issues by implementing the following strategies and changes:

First of all, there is an urgent need for the management of the branch to pay attention to its human resource management strategies and hire an efficient human resource manager who could help the company in dealing with the ongoing issues. By forming a human resource management department, it would become easier for Jack Nelson to identify the ongoing issues and to design and implement strategies that would help in dealing with the issues.

Secondly, a thorough research on the human resource demand and supply patterns of the bank should be carried out. The management needs to understand the human resource demand of its branches and look for ways to fulfil it so that the shortage of workforce can be avoided (Bbgbroker, 2016).

Thirdly, the management needs to to centralise the recruitment process and make it more efficient. Rather than allowing individual branches to recruit staff on its own, a centralised human resource department should take care of recruitment and selection (Managementparadise, 2010). With a dedicated human resource department and a centralised recruitment process, it will become easier for the bank to recruit the right people for the right jobs at the right point of time.

Fourthly, training and development of the employees should be given a lot of focus by the bank because it is one of the prime reasons that is having an impact on the workforce. Lack of training and development programs, such as an orientation program, is making it difficult for the employees to adjust in a new workplace, which ultimately leads to higher employee turnover ratios (Gill, 2014). Further, training and development will also offer career development opportunities to the employees, which will further help the human resource management department in retaining their talented employees.

Lastly, taking workplace feedbacks from the workforce can be helpful in identifying employee grievances, which can help the human resource managers in improving the work conditions for them and ultimately reduce the employee turnover issues.

References

Quora, 2014. What are MNCs?. [Online] Available at: 27 April 2018].

Pettinger, T., 2017. Multinational Corporations in Developing Countries. [Online] Available at: 27 April 2018].

Futureofworking, 2016. 7 Advantages and Disadvantages of Multinational Corporations. [Online] Available at: 27 April 2018].

Sharing.org, 2006. Multinational Corporations (MNCs): Beyond The Profit Motive. [Online] Available at: 27 April 2018].

Managementparadise, 2010. MERITS OF CENTRALIZED RECRUITMENT. [Online] Available at: 27 April 2018].

Bbgbroker, 2016. Benefits of Workforce Planning. [Online] Available at: 27 April 2018].

Gill, A., 2014. The Top 10 Benefits Of Ongoing Staff Training And Development. [Online]
Available at: 27 April 2018].

How to cite this essay: