Identify ONE key HR challenge and discuss how the company can address the challenge by introducing new or modifying existing HR practices.
INTRODUCTION
Huawei, a prominent multinational Chinese networking company, is facing different human resource challenges. The company has expanded its business in different parts of the world. However, to a be successful, there is a need to focus on pertinent HR practices to eliminate HR issues or challenges and depict the workforce, which can be aligned with the global objectives.
KEY HR CHALLENGE FOR HUAWEI
In the United Kingdom, the company has faced the issue of race discrimination. It has created hurdles in the international business sustainability. Having a diverse group of the employees in different countries seems controversial for this company. Perception of employees has been changed due to current HR policies or practices of the company (Cooper). For Instance, Judeson Peter became a victim of this discrimination in the company, as he was dismissed by the company due to his race/color. It depicts the employment strategy of the company, which does not look impartial. The company won the tribunal, stating that the employee was fairly terminated according to the current company policies. Despite winning the case, the issue still exists due to the perception of employees regarding the discrimination. Huawei Company is facing difficulties in keeping the balance in the employment process when operating in different countries. The focus is on the Chinese employees in countries, which disables the retention of foreign workers in the firm. It seems the biggest challenge for the company, and perceptibly, the company management has to contain some new or modified employment strategies to make the difference (Cooper).
INTRODUCING NEW OR MODIFYING EXISTING HR PRACTICES
Regarding this challenge or issue, the biggest cause is liabilities of foreignness. It is a fact that the company management is focused on Chinese employees in different countries due to reliability, skills, training, and experience. It creates problems when the number of Chinese works in the company is more than the host country workers. Thus, the best HR practice of this company is overcoming liabilities of foreignness. For meeting the production objectives in the company in the global market, it is necessary to contain the culture, integration to create the space for people to come and work for this company. The cultural integration can reduce the liability, as it can help to create a work culture, which contains the flexibility hire foreign workers. It will reduce the unfair terminations and guide workers to work according to the company’s expectations (Cooke).
The perception of discrimination in several countries is different. Thus, the best HR practice of the company is to collaborate with the local institutions, especially with the human rights organizations, to integrate with social and cultural values. The most important thing is to create a culture, which can help people exploit opportunities, which can lead towards the sustainable competitive advantage. Developing a diverse workforce to streamline different idea and align with the business needs in the international markets is a good approach to derive outputs and make them predictable (Cooke).
Specific to the challenge of discrimination in the company, the pertinent HR practice is to treat every employee equally. For Instance, when operating in the global markets, termination of employees must be triggered by documentation. The termination process must be integrated with the facts and figure, which can help to eliminate the discrimination allegations. Huawei Company must have to streamline the performance reviews and all disciplinary actions. Obviously, to enable the work sustainability and diversity, there is a need to strengthen the workforce.
For avoiding these allegations in the future, the human resource management must have to make the hiring team prominent. Instead of putting all allegations on the whole department or company, streamlining the team is a good practice to make accountable (Cooke).
Furthermore, the most appropriate HR practice of Huawei Company to enhance the visibility of training and development process. If the management trains people, they may adopt the culture of the company and some skills, which are required for different operations.
In the hiring process, the management of the company must have to stick to the job requirements. It is an important HR practice, which can reduce the visibility of discrimination. Instead of trolling people regarding their race, culture and many other things, the management has to be specific in the interview process. Distribution of equal rights among Chinese and foreign workers is the best initiatives, which can help to eliminate the discrimination get rid of these allegations or lawsuits by employees (Cooke).
Importantly, the Huawei Company needs to strengthen the social capital through strategic human resource practices. For Instance, the management, when operating in different countries, has to define the discrimination and its level in the context of the host country. HR team, by streamlining the hiring process, can help key stakeholders, including employees, to understand this challenge or issue. It looks a collaborative action plan, which has been emerging as a prominent HR practice (Cooke).
CONCLUSION
In the end, it is to conclude that the Huawei Company has a capability of implementing all these HR practices to face and reduce this challenge. Discrimination and lawsuits can hit the company’s operations and social capital. All HR practices or policies must be evolved with the passage of the time to integrate with new host country trends. Treating employees effectively is also a social responsibility of this multinational organization, and Huawei intends to exploit this opportunity aggressively in global markets.
Work Cited
Cooke, Fang Lee. “The globalization of Chinese telecom corporations: strategy, challenges and HR implications for the MNCs and host countries.” The International Journal of Human Resource Management 23.9 (2012): 1832-1852.
Cooper, Rob. “British workers accuse Chinese telecoms firm of race discrimination as 49 non-Chinese staff are made redundant.” The Daily Mail. The Daly Mail, 14 November 2011. Web. 2 March 2018. http://www.dailymail.co.uk/news/article-2061463/British-workers-accuse-Chinese-firm-Huawei-Technolohies-race-discrimination.html.
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