KEY AREAS OF A CASE STUDY
CASE STUDY SUMMARY
1 Introduction: A brief introduction of Sinotrading Ltd Company and characters’ background
1.1 General information about Sinotrading Ltd.
Sinotrading Ltd., a publicly listed trading company headquartered in Hong Kong, operates in the bustling financial district of Guangzhou, surrounded by a vibrant Chinese community With additional offices in Zurich, Vienna, Shanghai, and Tianjin, the company specializes in trading children’s toys and manufactures wooden toys in its own factories located in Shanghai, Tianjin, and Nanhai, near Guangzhou Last year, Sinotrading Ltd reported a revenue of Cdn$4,000,000 and employed a workforce of 2,500 individuals.
Image 1.1 The partial organizational chart of Sinotrading Ltd.
Source: File forwarded by lecturer
1.2 Human Resource Manager: Jiao Li.
Jiao Li, an HR manager with three years of experience, began her career in this role right after graduating She earned her bachelor's degree before pursuing a master's degree in human resource management and organizational behavior in Australia.
Smith, a 35-year-old Canadian, had been living in China for nearly a decade and was in a relationship with a young Chinese woman After two years with his company, he transitioned from the marketing department, where he managed public relations and international affairs, to the human resources (HR) team due to company restructuring Under the leadership of CEO Robert Stingl, Smith's new role involved developing a comprehensive recruitment and selection system for managers and factory workers across various positions within the company in China.
Chen is a 42-year-old married father of two boys, originally from northern China, now residing in Guangzhou with his family He holds a master's degree in law and general business administration, and has extensive experience in finance, accounting, and public law from his work with various companies An active participant in a local table tennis club, Chen values teamwork and collaboration over solitary work, making him a well-rounded colleague.
Peng, a 22-year-old single man and recent graduate from Guangzhou University with a bachelor's degree in German, is the only son in his family and hails from the countryside In addition to his new role at Sinotrading Ltd., he also teaches language courses for foreigners and works as a barkeeper in a nightclub.
Hoffmann, a bright 27-year-old German, joined the HR department at Sinotrading Ltd as a paid intern, marking her first experience in Asia Excited about the opportunity, she took on the role of assistant to the HR manager Hoffmann holds a master’s degree from a prestigious German university renowned for its exceptional HR management program, particularly in personnel selection, leadership, and effectiveness evaluation.
1.7 The initial condition of the HR team in Sinotrading Ltd.
The HR department's current structure and formal procedures were established by Li and the CEO The newly formed HR team is responsible for developing a comprehensive system for recruiting and selecting managers and factory workers for various positions across the company in China, targeting 85 specific roles.
Stingl determined that the newly formed HR team would develop an innovative recruiting and selection system to efficiently identify and place the right candidates in suitable positions.
2 Story developments: Story content and problem development
2.1 Overview of the HR members’ perspectives on the interview.
Li recognized that the recruitment process at Sinotrading was haphazard and lacked a consistent approach Despite Smith's repeated reminders over several months to implement formal selection tools used by other companies, Li refused to adopt these methods, citing their high costs as a primary concern.
Smith and Li have differing perspectives on the employee recruitment process Smith is concerned about the limited time available and the absence of specific methods for selecting new hires In contrast, Li believes that the detailed procedures favored by Smith are unnecessary in China, arguing that such methods may be suitable for Canada but are ultimately a waste of time and resources in the Chinese context.
The new procedures mentioned by:
Anne Hoffmann emphasizes the importance of using objective criteria for hiring at Sinotrading Ltd She advocates for a thorough understanding of job requirements and conducting detailed job analyses The hiring process should focus on performance to ensure fairness, transparency, and objectivity Once suitable candidates are identified, it is crucial to finalize their contracts and continuously evaluate their performance to make informed decisions about their employment.
Long Peng emphasizes the importance of practicality in hiring, stating, “Oh Anne, this sounds too academic and far from reality For our purposes, we need something practical I can determine who to hire just by looking into a person’s face.”
About Dong Chen: He thought that they should choose employees based on contract.
2.2 Procedure and working style of the company.
Hoffmann expressed confusion regarding Sinotrading Ltd.'s interview process, which relies heavily on interviews rather than the candidates' prior experience or qualifications The company's hiring decisions follow a "four-eye principle," indicating that the focus is primarily on the interview performance rather than the candidates' previous job experience or degrees.
In China, the working style at Sinotrading reveals that promotion decisions are often influenced more by an employee's loyalty to their supervisor rather than their actual performance This practice of covert criteria leads to arbitrary power being a significant source of authority for supervisors, enabling them to overlook or even disregard established rules within the company.
Hoffmann's experience highlights the challenges of navigating abnormal working conditions in China Initially, she received a contract in English, but after two weeks in Guangzhou, she was presented with a new contract in Chinese that outlined additional obligations not mentioned in the original document This revised contract included a clause stipulating a potential 50% salary cut if commitments were not met, along with a requirement for Hoffmann to repay half of her already received salary.
MAIN ISSUES OF THE CASE STUDY
The team had to deal with a series of challenges to ensure the project's success And there are 5 main issues that appeared in this case study.
Sinotrading Ltd., a multinational company, faces a critical issue due to its lack of a pre-planned and effective recruitment and hiring process This deficiency not only jeopardizes the company's future viability but also cultivates an unprofessional image that deters potential applicants As a result, the company struggles to attract talented employees, leading to a negative perception that could ultimately drive it towards bankruptcy if not addressed.
Hiring and promotion practices should prioritize job requirements and employee performance rather than personal relationships with supervisors A structured hiring process is essential for ensuring high-quality employee selection Companies can effectively recruit new talent through popular platforms like Facebook, Twitter, LinkedIn, and Top CV, which resonate with younger job seekers These platforms facilitate direct communication, allowing applicants to easily reach out to recruiters for assistance, ultimately attracting a larger pool of candidates.
Sinotrading Ltd faced challenges in their recruitment process as job advertisements were not aligned with actual job requirements, neglecting essential job descriptions and specifications Instead of implementing sustainable solutions, such as targeted advertising or leveraging personal networks, the CEO emphasized the need for more creative and eye-catching ads However, this approach overlooked the importance of clearly communicating the job roles, necessary employee characteristics, and available benefits By focusing solely on attracting attention without providing detailed information about the positions, Sinotrading Ltd risks undermining its recruitment effectiveness, highlighting a significant gap in their hiring strategy.
2 A determination about undertaking-specific job requirements
The lack of specific job requirements within distribution undertakings is evident in the HR team at Sinotrading Ltd, which consists of five members: Jiao Li, John Smith, Long Peng, Anne Hoffmann, and Dong Chen To enhance productivity, effective task distribution is essential, allowing team members to dedicate time for in-depth research and develop optimal solutions However, the HR team has not implemented a clear division of responsibilities, as all members were directed to focus solely on recruitment rather than their individual roles This indicates a significant gap in their organizational structure and method of operation.
The recruitment process at Sinotrading Ltd is hindered by a lack of clear job descriptions, unlike other companies that provide detailed postings for potential employees This absence of transparency in job requirements makes it difficult to assess candidate suitability and can hinder employee growth A well-defined set of job requirements is essential, as it allows applicants to evaluate their fit for the role, fostering a mutual understanding between the company and candidates By improving clarity in job postings, Sinotrading Ltd can enhance its recruitment efficiency and ensure that both the organization and potential employees save time and resources in the hiring process.
3 Procedures to evaluate these job demands
The HR team is facing significant challenges in the recruitment process due to a lack of structured strategies and inadequate job analyses for diverse positions Smith highlighted the urgency to hire for various roles without a clear understanding of job requirements, indicating a fundamental flaw in the company's recruitment approach This deficiency stems from the team's inexperience and ultimately reflects poor guidance from the CEO, who is responsible for providing the necessary direction As a result, the company is struggling with critical recruitment issues, including the absence of task and job analyses, exacerbated by the pressure to fill heterogeneous positions quickly.
The recruitment process in multinational companies is complex and time-consuming, often lacking standardized procedures To ensure a smoother hiring experience, organizations should proactively prepare for recruitment well in advance of peak hiring seasons.
Evaluating job demands is crucial for a company's growth, yet Sinotrading Ltd lacks specific procedures to manage this effectively By assessing job demands, the company can proactively address potential employee-related issues, ensuring a smooth workflow and minimizing disruptions.
Sinotrading Ltd faces a significant issue due to the absence of job analyses, which are essential for evaluating job demands A job analysis provides a comprehensive description of a specific role, detailing tasks, expectations, and employee requirements, including necessary skills and working conditions This process is vital for effective recruitment, training, and human resources planning, especially for employees returning to work after illness or disability By conducting job analyses, the company can better assess an individual's readiness to return and identify necessary adjustments to facilitate their reintegration into the workplace.
To ensure long-term success, companies like Sinotrading Ltd must prioritize employee well-being by addressing job demands, regardless of their size The impact of job demands on workplace stress is significant, and if not managed properly, can lead to serious issues such as strikes and high turnover rates This not only harms employee morale but also tarnishes the company's reputation in the job market Employees are less likely to apply for or remain with a company that does not meet their needs Therefore, it is crucial for Sinotrading Ltd to urgently address these challenges to maintain a positive work environment and uphold its commitment to employee benefits.
Jiao Li, the Human Resource Manager, expressed that certain procedures deemed necessary in Canada are unnecessary and wasteful in China, reflecting a potentially outdated mindset Her perspective, as a leader in HR, could significantly influence her colleagues' attitudes and practices during the hiring process.
4 Procedures for personnel selection and final decision - making
The organization lacked effective personnel selection methods, utilizing none of the various techniques available, such as work sample tests, integrity tests, or cognitive ability assessments HR opinions were predominantly one-sided, with Ann advocating for a fair and transparent selection process based on objective criteria and performance evaluations of new hires at Sinotrading Ltd In contrast, Peng dismissed this approach as overly academic, suggesting a more practical method based on personal impressions Similarly, Jiao Li, the Human Resource Manager, frequently made hasty decisions without relying on any structured tools, leading to a lack of acceptance for her choices within the company.
Jiao Li, the HR manager at Sinotrading Ltd, employs a last-minute recruitment strategy, relying solely on interviews for final hiring decisions This approach raises concerns, especially for a multinational company that lacks structured recruitment methods Despite Smith's recommendation to use selection tools similar to those utilized by other firms, Li rejected the suggestion due to cost concerns This indicates a simplistic and careless hiring process, with many errors stemming from Jiao Li's perspective on recruitment.
The recruitment process at Sinotrading Ltd poses significant challenges, particularly regarding final decision-making, which has left Hoffmann perplexed Unlike typical hiring practices that prioritize candidates' previous experience, qualifications, and performance, Sinotrading employs a unique four-eye principle during interviews This method involves discussions on work-related issues between the interviewer and the candidate, followed by a final judgment made by the team leader or CEO Consequently, the company's hiring approach places less emphasis on prior experience, raising concerns about the quality and suitability of selected employees In contrast to other companies where a candidate's background is a key factor, Sinotrading's method may undermine the assurance of hiring competent staff.
5 The diversity within the team and cross-cultural problems in addition to the leadership behavior of its own CEO
The time frame of four weeks to hire 85 personnel was very less It was simply impossible to recruit and select
In today's competitive job market, the hiring process often exceeds four weeks, particularly for companies like Sinotrading Ltd that require a large number of employees With 85 managers and workers involved in recruitment without expert knowledge, it is crucial to allocate adequate time and resources for effective hiring, especially for executive positions A well-structured recruitment plan allows HR teams to identify top talent, ensuring quality candidates Rushing the process may compromise the caliber of hires, ultimately hindering the company's future growth and development.
KEY CONCLUSIONS OF THE CASE STUDY
Question 1: What shortcomings do you see in the personnel selection system used in this company? Justify your answer
Before delving into the case study questions, it's essential to understand personnel selection, which refers to the systematic process of hiring individuals This encompasses various stages, including recruitment, selection, hiring, onboarding, and acculturation The selection process involves gathering information about candidates to assess their suitability for employment Now, let's address the questions at hand.
The HR manager at Sinotrading Ltd recognized the urgent need to enhance the personnel selection process, as recruitment was often conducted hastily and lacked a consistent methodology.
The company lacks a formal procedure for personnel selection, with only a handful of team members aware of the critical factors involved Hiring decisions are governed by the "four-eye principle," meaning that all choices are ultimately evaluated by the team leader or CEO, regardless of an applicant's previous performance or qualifications.
The recruitment process faced significant challenges due to the CEO's aggressive demands, which pressured team members to rapidly hire for diverse positions This urgency led to hasty decision-making, as exemplified by a manager who prematurely concluded on candidates, influenced by the CEO's expectations Initially resistant to new ideas, the manager dismissed suggestions for structured recruitment strategies, such as creating a mind map to outline hiring criteria Instead, the focus was on quickly filling vacancies, with little regard for a systematic approach, as demonstrated by Peng's disregard for thoughtful hiring processes while under pressure to recruit 85 individuals.
The hiring process is compromised by subjective factors, as highlighted by HR manager Chen and Peng's preferences The HR manager favors candidates based on their friendly appearance rather than relevant qualifications, leading to biased hiring decisions Chen dismisses candidates with long hair, associating their appearance with a lack of respect for the company, while Peng prefers those who frequent nightclubs None of them utilize objective evaluation criteria, resulting in a hiring process that lacks fairness, transparency, and a focus on candidates' actual performance.
Cultural differences significantly impact the development of a new selection tool, leading to inconsistencies in personnel decision-making Smith and Hoffmann advocate for thorough job analyses and performance evaluations for new hires, while HR managers Chen and Peng argue for a simplified selection process, deeming the approaches of Smith and Hoffmann as ineffective and a waste of resources in the Chinese context.
One significant flaw in the HR team's hiring process is the recruitment of unskilled and unsuitable employees A case study highlights that among the new hires, only Hoffmann, who holds a master's degree in HR management from a reputable university, was able to provide constructive proposals In contrast, her colleagues Peng and Cheng lacked the competence to offer valuable suggestions or effectively address HR challenges.
The HR department has made an error in personnel selection, as Hoffman possesses the necessary experience and knowledge in human resources, unlike other team members who rely solely on intuition This discrepancy leads to conflicts and misunderstandings among team members.
Question 2: Which methods of personnel selection would you use to select managers and workers considering the validity of the specific personnel selection methods?
- Main task: 85 new middle managers and workers
- The target positions for the 85 individuals included three finance managers, 10 production managers, two security guides, 40 workers for the factories, 15 secretaries for administrative positions and 10 interns from Europe.
- Analyse the personnel selection method of the HR team: o Selection methods that the HR team used:
There was no formal procedure
Recruitment conducted at the last-minute and without any consistent method.
Using ads in universities and in city centers to find candidates; post ads for workers. Asking family.
Promotion criteria were not transparent (based on the employee’s loyalty).
Using the four-eye principle
No applicant pools or databases available
Pick applicants by looking who look friendly.
Half-structured interview; position-specific criteria.
Personnel selection didn’t base on objective, measurable selection criteria (political attitude, ) and pick applicants by looking who look friendly.
Using the available interview questionnaires.
Only 2 methods: application/ resumé and interview.
Let the interviewees wait 20 mins in the factory. o Strengths and Weaknesses:
Advertising in universities and city centers effectively targets a larger pool of potential applicants, allowing companies to attract vibrant and dynamic candidates, including recent graduates.
With no formal procedure, it is a cost-saving method because of reducing advertisement expenses It also requires minimal effort and saves a lot of time
Chen suggested asking family members to work for the company Referrals from trusted sources tend to follow the organization rules to maintain the social relationship.
The lack of established procedures and the pressure exerted by Stingl have led to numerous misunderstandings and conflicts within the team, ultimately resulting in an ineffective selection method Additionally, the cultural differences further complicate matters, as Hoffman, who recently completed a paid internship in China, struggles to align with the organization’s philosophy.
The company found it harder to find the right person for the right position because there aren't any appropriate ads for each position
Using sentimental judgment may not be appropriate in some cases By that, we can have some tests so that we will have a right assessment of applicants.
- Our personnel selection method’s suggestion:
Define which positions to recruit:
White-collar Workers like Managers, Seniors, Mid-levels, Junior/Interns : using a complicated selection process and the method that is identification of knowledge, skills
Blue-collar Workers like Security guides, workers for the factories…: using a simple selection process and the method that is the number and quality of the applicant pool
Especially about the managers: Based on the importance of managers in the company, we will have a formal procedure method for selection It will be conducted through several steps (6 steps):
Some basic requirements: o Have excellent communication skills. o Good interpersonal skills. o Strong leadership qualities. o Strong work ethic.
The case reveals that team members come from diverse cultural backgrounds, yet the organizational culture in China lacks a formal recruitment procedure As a result, Hoffman and Smith, who were educated in a Western environment, perceive this selection method as inadequate Implementing a structured recruitment plan could address these issues, ensuring that all team members adhere to a consistent approach.
Job analysis is a crucial procedure in the personnel selection process, ensuring the selection of the right candidates It aids in defining job requirements and developing effective interview questionnaires, providing clarity on expectations for both employers and potential employees.
After completing a job analysis, establishing clear job requirements is crucial for the HR team to effectively evaluate candidates Without defined criteria, the team struggled to differentiate between applicants, relying solely on subjective judgments and appearances Consequently, this led to an imbalance, with a larger number of CVs being placed in the interview-accepted pile.
Job description : Making the job description is to help the candidates find out the duties, responsibilities Also it will help the candidate know if they fit the positions.
To enhance our marketing strategies, we should complement traditional advertising methods, like distributing posters and leaflets at universities and in city centers, with a strong focus on digital channels Leveraging social media platforms can significantly increase our reach and attract more applicants effectively.
(announcements and ads on Mass media, especially Linkedln) With the help of technology, there are many ways to enhance communication between recruiters and candidates such as Linkedln, Weibo,
Or searching Job Hunting/ Recruitment Channels: Job Opportunities Group, YBOX, TopCV, in Viet Nam Moreover, we can utilize the social circle of employers: recommendations from family members, relatives, friends
Application forms: Provides some information such as contact information, work experience, educational backgrounds, It is a very usual way to help the HR team meet the minimum requirements of candidates.
Resumé and References: It is also a usual way to clarify their background and what they are telling in the application.
The assessment can evaluate various cognitive abilities, including verbal skills related to effective communication in both written and spoken forms, quantitative skills essential for numerical problem-solving, and reasoning ability, which involves critical thinking and logical problem resolution.
Nowadays, many enterprises use group work interviews because it has many advantages:
1 Reduces both time and cost on hiring.
2 Opportunity to see candidates' teamwork in action.
3 Gains a good understanding of candidates.
We can conduct whether situational interviews or structured interviews based on the candidates’ experiences.
LEARNING OUTCOMES: WHAT YOU LEARN FROM THE CASE STUDY
KNOWLEDGE
The insights gained from this case study are essential for shaping my future career mindset and guiding me in my job search It has enhanced my understanding of Human Resource Management, which is particularly valuable as I aim to secure an internship in my second year I believe these insights will serve as effective tools in my pursuit of employment.
1 The importance of job demands and its effect
A great company prioritizes the well-being of its employees, fostering a sense of worth that inspires dedication and enthusiasm for their work This is a key factor I consider when searching for future job opportunities If a company lacks well-defined job demands based on feedback from job seekers, I will refrain from applying due to potential negative consequences Clearly, well-structured job demands are crucial in any workplace, as they provide valuable insights for employers, such as CEO Stingl, about their employees' performance and needs.
needs to stay off work longer to recover.
would benefit from rehabilitation or additional health services.
needs to consider a job more compatible with their current functioning.
Evaluating employees' capabilities requires an analysis of job demands, particularly the essential tasks involved By aligning employees' skills with these job requirements, companies can effectively assess their workforce's performance and suitability for their roles.
better understand their employees’ strengths and limitations.
communicate these adequately to the CEO and his employees.
determine which aspects of the job the members in the company can do.
start to identify strategies for addressing the employees’ challenges at work.
advise the employees on whether they can return to their former job.
The job demands are usually focused on two main factors: physical and mental health Here are some evidences that illustrate for the influence of job demands on the employees.
Job demands and poor health.
Recent years have seen a rise in research on occupational stress, driven by a heightened awareness of the importance of enhancing working conditions and employee well-being While some studies propose that job demands can present challenges rather than stress, these demands can transform into stressors when they necessitate significant effort to maintain expected performance levels, leading to adverse outcomes such as job burnout and depression.
Organizational job demands can lead to significant psychological strain, with three primary sources being interpersonal conflicts at work, organizational constraints, and a demanding workload Interpersonal conflict is characterized by negative interactions, including contentious exchanges, hostility, or aggression, which can manifest as bullying These conflicts can vary in severity, from minor disagreements among coworkers to serious incidents of physical violence.
Workplace conflict can manifest both overtly, such as rudeness towards colleagues, and covertly, like spreading rumors Research by Keenan and Newton (1985) using the Stress Incident Report (SIR) indicates that 74% of stressful incidents stem from social interactions with others in the workplace Interpersonal conflicts are linked to negative outcomes, including frustration, anxiety, emotional exhaustion, and job burnout Additionally, organizational constraints, such as faulty equipment and inadequate information, hinder employees' performance and contribute to frustration, work anxiety, and health complaints High workload demands, quantified by the volume of tasks required within a specific timeframe, have also been associated with adverse physical and mental health outcomes.
2 The importance of employee engagement in an organization
Employee engagement is crucial for organizational success, as highly engaged employees experience greater job satisfaction and are less likely to leave their positions This engagement fosters positive work environments and minimizes negative behaviors that can disrupt productivity Ultimately, enhancing employee work engagement is essential for improving overall company productivity, which is vital for the sustainability and operational success of any organization.
Human resources play a crucial role in enhancing organizational performance, especially in today's competitive global market The success of an organization heavily relies on the quality and capabilities of its workforce Employees, with their unique talents and superior performance, are vital for maintaining competitiveness and ensuring organizational survival Their productivity, flexibility, and innovation contribute significantly to strengthening an organization's position Additionally, employees are essential for managing relationships both within various functions and with external stakeholders, further supporting the organization's success.
At Sinotrading Ltd, unclear job demands may soon lead to employee engagement issues It is essential for the company to recognize the critical importance of fostering employee engagement in the workplace to enhance productivity and morale.
3 The importance of the recruitment strategy
A well-defined recruitment strategy is essential for establishing a distinctive presence in the job market, as it helps companies attract top talent Job applicants are drawn to organizations that appear appealing, making a unique recruitment approach crucial for standing out among competitors By fostering creativity in their hiring processes, companies can effectively navigate the competitive landscape of talent acquisition Organizations with a clear recruitment strategy gain a significant advantage, as they understand which recruitment sources are most effective in delivering qualified candidates.
An effective recruitment strategy hinges on a thorough understanding of the competitive job market, as all companies strive to attract top talent By offering exceptional career opportunities, organizations aim to establish a competitive edge that leverages the skills and competencies of the most qualified candidates.
Recruitment can be a costly external service, with many organizations investing heavily in sourcing talent from the job market Without a clear understanding of their market position, these organizations often rely on specialized recruitment firms to find suitable candidates However, those with a well-defined recruitment strategy can effectively allocate their budget to the most effective sources, resulting in sustainable long-term benefits.
An effective recruitment strategy streamlines the hiring process by allowing HR recruiters to focus exclusively on the most valuable recruitment sources This targeted approach not only saves time but also enhances the quality of candidates, as recruiters leverage their in-depth knowledge of these sources to attract the best talent for the organization.
Sinotrading Ltd's HR team faces significant challenges in their recruitment process due to the lack of a clear and effective strategy This has led to unnecessary discussions that waste valuable time, highlighting the urgent need for a well-defined recruitment approach Developing a focused recruitment strategy is crucial to avoid further complications and enhance the overall hiring process.
4 The importance of job requirements in the workplace
At Sinotrading Ltd, the recruitment process faces challenges due to stringent job requirements, which can hinder timely and successful hiring Clearly defined job requirements are crucial for both employers and job seekers, as they ensure candidates understand the expectations before applying.
SKILL
At Sinotrading Ltd, cross-cultural differences hinder effective teamwork, primarily due to a lack of consensus on a common language, which creates communication barriers and impacts workflow Team members struggle to express their opinions, and the HR team’s failure to clearly assign tasks slows down the recruitment process To address these issues, it is crucial for the team to acknowledge their shortcomings and take proactive steps to resolve them, such as holding a meeting to establish a unified language and work methods Strengthening teamwork is essential for enhancing productivity and maximizing the company's development.
“One tree cannot amount to anything, three of them together can look like a mountain”.
Hoffmann, a 27-year-old German employee in a multinational company, encounters significant language barriers that impact her work and contractual obligations The HR team struggles to communicate effectively due to these language differences After initially signing a contract in English received via email in Germany, she unexpectedly receives a new contract in Chinese two weeks later, requiring her signature This situation highlights the critical importance of language comprehension in the workplace, as proficiency in relevant languages can mitigate risks and enhance understanding in professional settings.
ATTITUDE WHEN WORKING IN A MULTINATIONAL COMPANY
Working in a multinational company like Sinotrading Ltd demands a blend of talent, diligence, and an understanding of cross-cultural differences A positive attitude serves as a crucial factor in career success, fostering a comfortable and conducive work environment.
In this case study, Hoffmann faces significant challenges adapting to the unique working culture in China, where traditional stereotypes and formats are not prevalent The Chinese work environment emphasizes flexibility, with decisions primarily made by leaders, and employees expected to align with this approach or seek opportunities elsewhere Hoffmann encounters the concept of arbitrary power, which highlights a supervisor's authority and the loyalty expected from employees Despite her uncertainties, she maintains a positive attitude, recognizing that these practices are typical in China and essential for her adaptation.
In a multinational company, attitude plays a crucial role in fostering successful interactions Jiao Li showcased her new bag at Hoffmann's office, a gesture stemming from her assistance with application arrangements, but was met with indifference Li remarked, “With your German attitude, you will not feel comfortable here You have to adapt to a different culture.” This highlights the necessity of adjusting one's mindset to thrive in diverse environments, as overcoming initial challenges is essential for seizing valuable opportunities.
I am grateful and honored to be part of your International Human Resource Management class, led by Lecturer Nguyen Thi Huyen Trang Throughout this course, I have gained valuable insights into the HR field through various group tasks, videos, case studies, and presentations Even in an online learning environment, your passion for teaching has been evident Thank you for your guidance, and I hope you create wonderful memories during your time at UEH University.
Question 1: Success and failure of your group work, your experience working online in these times?
Our group work has been notably successful, particularly in meeting all deadlines We effectively divided our tasks into specialized teams: research, content, and design This division of labor fosters a sense of responsibility, motivating each team to strive for excellent results A highlight of our efforts was receiving a perfect score of 10 for our presentation on recruiting for a multinational enterprise in China, which serves as a significant motivation for our future projects.
In our second year, my group has learned from past experiences, minimizing conflicts and fostering a collaborative environment As close friends, we understand each other's strengths, allowing us to generate innovative ideas effectively While I believe our meetings could benefit from a more relaxed atmosphere, I recognize that our current strict approach enhances productivity Ultimately, whether we choose to adjust our meeting style is not a significant concern, as our teamwork remains strong and effective.
- My experience working online in these times: I think it will have 2 aspects: both advantages and disadvantages.
In our second year, balancing university tasks with various extracurricular activities poses challenges, particularly in coordinating meetings among members of different clubs like BELL CLUB, KQM, and AIESEC Unlike our first year, time constraints make in-person gatherings difficult, making online collaboration the most effective solution, regardless of the circumstances We typically use Google Meet for our meetings at 9 PM, which offers convenience and safety by allowing us to connect without the need to go out late or spend money on coffee Technological advancements play a crucial role in uniting us and facilitating our work together.
In my experience with online learning, the disadvantages outweigh the advantages, especially due to the urgent changes brought by COVID-19 While traditional offline education remains the ideal choice, we must adapt to the current situation The shift from attending university classes in person to learning from home has led to various challenges that affect the overall educational experience.
The effectiveness of our education remains low despite our interactions, with both comprehension of lessons and internet connectivity posing challenges Disruptions can lead to frustration, making it difficult to stay engaged However, universities offer valuable resources such as smart libraries and direct support from lecturers, which facilitate easier access to learning materials and enhance the educational experience.
Presenting in front of the class significantly enhances our public speaking skills and boosts our confidence It also improves our fluency in communication I recall a time during a group presentation when technical issues disrupted our flow, causing a disconnect between our speech and the slides This made it challenging for both the audience and us to convey and understand the information effectively.
Question 2: And if there is one thing you can change/improve regarding your group work, what would it be?
The success of group work relies on the progress of each member, and I recognize the need to enhance my speaking skills to make our presentations more engaging As I am tasked with presenting the summary on the day of the presentation, I view this responsibility as crucial, despite its seemingly small scale within the larger group project Feedback from our first case study highlighted that my pronunciation, while clear, needs improvement compared to my teammates This motivates me to strive for a more captivating presentation in the future Overall, while my fellow group members performed admirably, I believe that enhancing my speaking abilities will elevate the quality of our group work significantly, as this improvement primarily depends on my efforts.
Question 3: Individual contribution to group work? What do you learn from working teamwork?
- Individual contribution to group work: I am the person who tries to remind the team of the time to gather and the deadline.
On the first day of the course, I took the initiative to prepare and answer the initial question, as my classmates were unprepared and time was limited for discussion Throughout the class, I conducted research on various topics, collaborated with group members to generate new ideas, and wrote the necessary content for our tasks Additionally, I ensured that all submissions were uploaded to the LMS platform on time.
In the initial case study presentation, my role was to summarize and present the findings effectively With clearly defined tasks among the team, I successfully completed my portion and offered minor suggestions on the PowerPoint's color scheme and font choices.
+ In the second case study’s presentation: I tried a new mission that made the full version of Powerpoint.
Despite my lack of design skills, I embraced the challenge of studying design at university to foster my personal growth After a year of dedicated learning, I proudly presented my progress on that significant day.
Working in a team has taught me the importance of unity and flexibility I have learned to prioritize collaboration over trivial issues, fostering a supportive environment where we respect each other's commitments Through thorough discussions and follow-ups, we ensure that all members are informed and engaged, even if they miss meetings This teamwork experience allows me to take on various roles, from content creation to slide design, encouraging us to explore new skills together The diverse perspectives within the group enrich my knowledge, as we tackle problems collaboratively and share unique insights Additionally, I have gained practical skills in design, such as organizing elements and using tools like Canva Overall, teamwork not only enhances my learning but also helps me build lasting friendships.