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, where thousands of Chinese residents thrive With additional offices in Zurich, Vienna, and Shanghai, the company specializes in trading children's toys and manufacturing wooden toys in its own factories located in Shanghai, Tianjin, and Nanhai, near Guangzhou Last year, Sinotrading Ltd generated impressive revenues 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 immediately after graduating She earned her bachelor's degree before studying abroad in Australia, where she obtained a master's degree in human resource management and organizational behavior.
Smith, a 35-year-old Canadian, had been living in China for nearly a decade and was employed in human resources for the past two years He was in a relationship with a young Chinese girlfriend, reflecting his deep connection to the country.
Smith, previously part of the marketing department where he managed public relations and international affairs, was reassigned to the HR team following company restructuring Under the leadership of CEO Robert Stingl, the new HR team was tasked with developing a comprehensive recruitment and selection system for managers and factory workers across various positions in China.
Chen, a 42-year-old married father of two from northern China, currently resides in Guangzhou with his family He holds a master's degree in law and general business administration and has accumulated extensive experience in finance, accounting, and public law through his work with various companies An active member of several table tennis clubs in Guangzhou, Chen values teamwork and collaboration over solitary work, showcasing his commitment to building relationships both in and out of the office.
Peng, a 22-year-old bachelor’s degree holder in German from Guangzhou University, is a single man and the only son in his family, raised in the countryside In addition to his new position at Sinotrading Ltd., he also teaches language courses for foreigners and works as a bartender in a nightclub.
Hoffmann, a bright 27-year-old German, joined the HR department at Sinotrading Ltd as an intern, marking her first experience in Asia Excited about her role as the HR manager's assistant in a paid internship, she brought with her a master's degree from a prestigious German university renowned for its expertise in HR management, 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 developed by Li and the CEO The new HR team's objective is to design and implement an effective recruitment and selection system for managers and factory workers across various positions within the company in China.
Stingl determined that the newly formed HR team would develop an efficient recruiting and selection system, aimed at helping the company identify and hire the right candidates for the appropriate roles promptly.
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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 often rushed and lacked a systematic approach Despite Smith's repeated reminders over several months to implement selection tools used by other companies, Li resisted the idea, citing the high costs associated with these methods.
Smith and Li hold contrasting views on the recruitment process for new employees While Smith is concerned about the limited time available and the absence of specific methods for hiring, Li counters that such procedures are unnecessary in China He believes that the detailed recruitment processes suitable for Canada are irrelevant and would only lead to wasted time and resources in the Chinese context.
The new procedures mentioned by:
Anne Hoffmann emphasizes the importance of an objective hiring process, which should be grounded in clear job requirements and thorough job analysis She advocates for selecting candidates based on their performance to ensure fairness and transparency Once suitable candidates are identified, it is essential to focus on contract negotiations and subsequently evaluate their performance at Sinotrading Ltd to assess the effectiveness of the hiring decisions.
Long Peng emphasized the importance of practicality in hiring, stating, “Oh Anne, this sounds too academic and far from reality For our needs, we require something more practical I can determine who to hire simply by looking at 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 was initially perplexed by Sinotrading Ltd.'s interview procedure, which diverged from the conventional methods he was familiar with Typically, hiring decisions are based on prior performance, experience in similar roles, or academic credentials, with a four-eye principle approach where two interviewers assess the candidate However, Sinotrading Ltd.'s process seemed to prioritize the interview itself, placing less emphasis on the candidates' prior experience, a unique approach that set it apart from traditional hiring practices.
In China, the promotion practices at Sinotrading heavily favored employee loyalty over performance, leading to a lack of transparency in decision-making This reliance on arbitrary power significantly enhanced a supervisor's authority, enabling them to overlook or even disregard established rules.
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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 with its lack of a pre-planned and effective recruitment process This deficiency not only jeopardizes the company's future viability but also fosters an unprofessional image that deters potential applicants Without a structured approach to hiring, Sinotrading Ltd risks becoming unattractive to talented employees, leading to a talent shortage that could ultimately result in bankruptcy Addressing these recruitment challenges is essential for improving the company's reputation and attracting skilled professionals.
Hiring and promotion practices should prioritize job requirements and employee performance rather than personal relationships with management To ensure high-quality hires, companies typically implement a detailed step-by-step recruitment plan Utilizing mass media and recruitment platforms like Facebook, Twitter, LinkedIn, and Top CV can significantly enhance outreach, particularly among young job seekers These platforms allow potential applicants to easily communicate with recruiters, addressing their queries and attracting a larger pool of candidates for the company.
Sinotrading Ltd faced challenges in their recruitment process as job advertisements were not aligned with actual job requirements, neglecting to utilize job descriptions and specifications While team members suggested unconventional methods like posting ads in local restaurants or leveraging family connections to attract candidates, the CEO deemed these solutions unsustainable He emphasized the need for more creative and eye-catching advertisements to generate interest However, this approach overlooked the importance of clearly communicating job roles, required characteristics, and employee benefits Ignoring essential job details in favor of superficial attraction poses a significant drawback for Sinotrading Ltd's hiring strategy.
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2 A determination about undertaking-specific job requirements
The lack of specific job requirements within the distribution undertaking is evident in the HR team at Sinotrading Ltd, which consists of five members, including HR Manager Jiao Li To enhance productivity, effective task distribution is crucial, allowing each team member to focus on research and develop suitable solutions for their responsibilities However, the HR team has not implemented any task distribution; instead, all members were directed to handle recruitment collectively without defined individual roles This indicates a lack of a clear working methodology within the team.
The recruitment strategy at Sinotrading Ltd reveals a significant distribution shortage, as evidenced by the absence of comprehensive job descriptions on hiring platforms Unlike other companies that provide detailed job postings, Sinotrading Ltd lacks transparency in its recruitment process, which hinders potential applicants from understanding the specific requirements for each position This lack of clarity not only complicates the evaluation of employee qualifications but also impacts their future growth within the company Job seekers prioritize clear job requirements to assess their fit for available roles, emphasizing the need for Sinotrading Ltd to improve its recruitment practices to attract suitable candidates.
A clear job requirement will create many advantages and the most remarkable is that people and the company can know each other well and don’t waste time in the future.
3 Procedures to evaluate these job demands
The HR team is facing significant challenges in the recruitment process due to a lack of effective strategies and inadequate job analyses for diverse positions Smith highlighted the urgency of hiring for various roles without a clear understanding of job requirements, indicating a poorly structured recruitment approach The team's inexperience has led to pressing issues, with the CEO ultimately responsible for providing the necessary guidance The primary problems stem from the need for comprehensive task and job analyses, exacerbated by the pressure to fill heterogeneous positions quickly.
The recruitment process in multinational companies is often complex and time-consuming, with numerous positions available yet lacking standardized procedures To ensure efficiency, companies should proactively prepare for hiring seasons well in advance.
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Evaluating job demands is crucial for company growth, yet Sinotrading Ltd lacks specific procedures to manage this aspect By assessing job demands, the company can proactively address employee-related issues, preventing potential disruptions to workflow and ensuring a smoother operational process.
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 analysis is crucial for various HR functions such as recruitment, training, and planning for employee reintegration after illness or disability In particular, it serves as a valuable resource for determining an employee's readiness to return to work and identifying necessary adjustments to facilitate their reintegration.
To ensure long-term success, companies like Sinotrading Ltd must prioritize employee well-being by addressing job demands, regardless of their size The significant impact of these demands on workplace dynamics cannot be overlooked, as increased stress levels among employees can lead to serious consequences such as strikes and high turnover rates Such issues not only harm employee morale but also tarnish the company's reputation in the job market It is essential for organizations to provide the benefits that employees deserve; failure to do so can deter potential applicants and prompt current employees to resign Sinotrading Ltd must urgently address these concerns to maintain a positive work environment and uphold its commitment to its workforce.
Jiao Li, the Human Resource Manager, expressed her belief that certain procedures deemed necessary in Canada are unnecessary and wasteful in China, stating, “Smith, all of that is not needed in China.” This perspective reflects a potentially outdated mindset, which could influence her colleagues' attitudes during the hiring process.
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4 Procedures for personnel selection and final decision - making
The organization lacked effective personnel selection methods, relying instead on subjective judgments from HR members like Peng and Jiao Li Various recruitment techniques, such as work sample tests, integrity tests, and cognitive ability assessments, were not utilized Ann advocated for a selection process grounded in objective criteria to ensure fairness and transparency, suggesting that hiring decisions at Sinotrading Ltd should be based on performance evaluations to assess the validity of their selection methods In contrast, Peng dismissed this approach as overly academic, favoring a more practical, instinctive hiring process Jiao Li, the HR Manager, often made hasty decisions based on personal feelings rather than established tools, leading to a lack of acceptance for her choices within the company.
Jiao Li, the HR manager at Sinotrading Ltd, employed a last-minute recruitment strategy that relied heavily on interviews for final hiring decisions, raising concerns about the company's recruitment practices, especially as a multinational organization Despite Smith's recommendation to use selection tools commonly adopted by other companies, Li dismissed the suggestion due to cost concerns This indicates a lack of care and complexity in the hiring process at Sinotrading Ltd, with many errors stemming from Li's approach to recruitment.
The recruitment process at Sinotrading Ltd raises concerns regarding final decision-making, as hiring is based solely on interviews rather than candidates' prior performance, experience, or qualifications This approach, known as the four-eye principle, involves discussions between the interviewer and interviewee on work-related issues, with the final judgment made by the team leader or CEO Unlike other companies that prioritize candidates' previous experience, Sinotrading Ltd's method leads to uncertainty about the quality of selected employees, as it disregards their past knowledge and skills.
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5 The diversity within the team and cross-cultural problems in addition to the leadership behavior of its own CEO
Recruiting 85 personnel within a mere four-week timeframe poses significant challenges, particularly for executive positions that require careful planning and expertise in selection In today's competitive job market, most companies, including Sinotrading Ltd., recognize that a thorough hiring process often extends beyond four weeks, especially when aiming to fill a large number of roles This extended timeframe allows HR teams to identify and evaluate top talent, ensuring a higher quality of candidates Rushing the recruitment process could compromise the caliber of hires, potentially hindering the company's future growth and development due to an unreliable workforce.
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
Personnel selection is a systematic process for hiring individuals, encompassing various stages such as recruitment, selection, hiring, onboarding, and acculturation This comprehensive approach involves gathering information about candidates to assess their suitability for employment Now, let's address the questions related to this case study.
The HR manager at Sinotrading Ltd recognized the urgent need to enhance the personnel selection process, as recruitment was often conducted haphazardly and without a consistent strategy, leading to inefficiencies in hiring.
The personnel selection process lacked a formal procedure, with only a handful of team members aware of the key considerations involved Hiring decisions were primarily based on the four-eye principle, meaning that they were ultimately evaluated by either the team leader or the CEO, regardless of an applicant's previous performance or academic qualifications.
The recruitment process suffered from a lack of strategic planning due to the CEO's aggressive demands, which pressured team members to hire quickly for diverse positions This urgency led to hasty decisions, as illustrated by a manager who prematurely concluded a candidate was suitable, likely influenced by the CEO's expectations Despite suggestions for a more organized approach, such as creating a mind map to establish hiring criteria, these ideas were dismissed in favor of simply meeting the hiring quota of 85 individuals Consequently, the team, with the exception of one member, focused on quantity over quality in their recruitment efforts.
The final shortcoming in the hiring process is the influence of subjective factors, as illustrated by HR manager Chen and Peng The HR manager tends to prioritize candidates who appear friendly over other qualifications during the selection process for face-to-face interviews Ultimately, she favors candidates who contribute little during practical assessments Similarly, Chen expressed a bias against candidates with long hair, while showing a preference for those with long nails, indicating a lack of objectivity in his hiring criteria.
TIEU LUAN MOI can be downloaded at skknchat123@gmail.com The article highlights concerns about product quality, which reflects a company's disrespect for standards Additionally, Peng's preference for hiring individuals who frequent nightclubs raises questions about the lack of performance evaluation criteria in the hiring process It emphasizes the need for a fair, transparent, and objective approach to candidate selection.
Cultural differences significantly impact the development of a new selection tool, leading to inconsistencies in personnel decisions 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 proposals of Smith and Hoffmann as unnecessary and a waste of time and resources in the context of China.
One significant flaw in the hiring process is the recruitment of unskilled and unsuitable employees for the HR team A case study highlights that among the new hires, only Hoffmann, who holds a master's degree from a prestigious university specializing in HR management, was able to offer constructive proposals In contrast, her colleagues, Peng and Cheng, lacked the competence to provide valuable suggestions or effectively address HR challenges.
The HR department faces a critical issue in personnel selection, as Hoffman possesses the necessary experience and knowledge in human resources, while others rely solely on intuition This disparity leads to conflicts and misunderstandings among team members, undermining effective collaboration.
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).
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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 reaches a larger pool of potential applicants This strategy allows companies to attract young and dynamic candidates, including fresh graduates, who are eager to join the workforce.
Implementing a cost-effective strategy without a formal procedure can significantly reduce advertising expenses while requiring minimal effort and saving valuable time Chen recommends leveraging family members for recruitment, as referrals from trusted sources are more likely to adhere to organizational rules, thereby preserving social relationships.
The lack of established procedures and the pressure exerted by Stingl on the team have led to numerous misunderstandings and conflicts, resulting in an ineffective selection method Additionally, cultural differences further complicate matters, making it difficult for Hoffman, who recently completed a paid internship in China, 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 and abilities.
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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 This led Hoffman and Smith, who were educated in a Western environment, to view the selection method as inadequate Implementing a well-prepared recruitment strategy could address these issues, as adherence to a structured plan is essential for success.
Job analysis is a crucial step in the personnel selection process, ensuring the selection of the most suitable candidates It aids in defining job requirements and developing effective interview questionnaires, providing both employers and employees with a clear understanding of expectations.
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 in the selection process, with a disproportionately higher number of CVs accepted for interviews.
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.
LEARNING OUTCOMES: WHAT YOU LEARN FROM THE CASE STUDY
KNOWLEDGE
This case study provides essential insights that will shape my future career mindset and guide me in my search for the ideal job It enhances my understanding of Human Resource Management, which is particularly valuable as I pursue an internship in my second year The knowledge gained from this study will serve as useful tools in my job search.
1 The importance of job demands and its effect
A reputable company prioritizes the well-being of its employees, fostering a sense of worth and enthusiasm for their work When searching for future job opportunities, I will only consider organizations that clearly define their job demands based on feedback from job seekers A lack of clarity in this area raises concerns about potential negative experiences Clearly outlined job demands are crucial for any workplace, as they provide valuable insights for the employer, such as whether employees require accommodations, need extended time off for recovery, would benefit from rehabilitation services, or should explore more suitable job roles based on their current capabilities.
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Assessing employees' abilities in relation to job demands, especially essential tasks, is crucial for companies This comparison allows organizations to gain insight into employees' strengths and limitations, effectively communicate these insights to the CEO and staff, and identify which job aspects employees can handle Additionally, it enables the development of strategies to address workplace challenges, recommend necessary accommodations, and advise employees on their potential return to previous roles.
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 research on occupational stress has surged, highlighting the importance of enhancing working conditions for employee well-being While job demands can present challenges, they may also transform into stressors, particularly when significant effort is needed to meet performance expectations This can lead to adverse outcomes such as job burnout and depression.
Organizational job demands can significantly contribute to 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 hostility or aggression, which can manifest as isolated incidents or ongoing bullying behavior This type of conflict can vary in severity, from minor disagreements among colleagues to extreme cases of physical violence, highlighting the serious impact such conflicts can have in the workplace.
Workplace conflict can manifest in both overt forms, such as rudeness towards colleagues, and covert forms, like spreading rumors According to the Stress Incident Report (SIR) by Keenan and Newton (1985), 74% of stressful incidents at work stem from social interactions with superiors, subordinates, or peers Research indicates that interpersonal conflicts are linked to increased levels of frustration, anxiety, anger, emotional exhaustion, job burnout, and depression among employees Additionally, organizational constraints—such as faulty equipment, inadequate information, and interruptions—hinder employees' ability to perform effectively, leading to frustration, work anxiety, mental fatigue, job dissatisfaction, and health complaints Furthermore, high workload is recognized as a significant source of stress, which can be assessed through workload rates, production levels, and mental demands.
In today's fast-paced work environment, employees often face significant demands related to their job tasks This study focuses on quantifying workload by assessing the amount of work required from employees within a specific timeframe Research has consistently shown a link between high workload levels and negative impacts on both physical and mental health.
2 The importance of employee engagement in an organization
Employee engagement is crucial for organizational success, as highly engaged employees experience job satisfaction, leading to lower turnover rates This engagement fosters positive working conditions and minimizes negative behaviors that can impede productivity Ultimately, enhancing employee work engagement is essential for improving overall company productivity, which is vital for the organization's survival and operational effectiveness.
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 are vital for navigating competition and ensuring the organization's sustainability Their unique talents, superior performance, productivity, flexibility, and innovation are essential for strengthening the organization's competitive edge Additionally, employees are key in managing both internal relationships and external interactions, further contributing to overall success.
At Sinotrading Ltd, unclear job demands may soon lead to employee engagement issues It is essential for the company to recognize the vital importance of fostering employee engagement in the workplace to enhance overall productivity and job satisfaction.
3 The importance of the recruitment strategy
A well-defined recruitment strategy is essential for establishing a unique position in the job market, as it helps companies attract top talent Job applicants are drawn to organizations that present themselves as appealing, making a smart recruitment approach crucial for differentiating a company from its competitors By promoting creativity and innovation in their recruitment efforts, companies can effectively navigate the competitive landscape of talent acquisition Organizations with a clear recruitment strategy gain a significant advantage by identifying key sources that effectively deliver qualified candidates.
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An effective recruitment strategy relies on a thorough understanding of the competitive job market, as 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 best candidates.
Recruitment can be a costly external service, with many organizations allocating significant budgets to attract talent from the job market Often, these companies lack a clear understanding of their position in the market, necessitating the use of specialized recruitment firms to find suitable candidates However, organizations that develop a well-defined recruitment strategy can effectively allocate their recruitment budgets to sources that yield sustainable, long-term benefits.
An effective recruitment strategy streamlines the hiring process by allowing HR recruiters to focus on the most appealing 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 top talent.
The HR team at Sinotrading Ltd is facing challenges in their recruitment process due to the lack of a clear and effective strategy, leading to unnecessary disputes and wasted time Without a well-defined recruitment strategy, the company risks significant issues in attracting the right talent Therefore, it is crucial for Sinotrading Ltd to prioritize the development and implementation of a focused recruitment strategy.
4 The importance of job requirements in the workplace
SKILL
At Sinotrading Ltd, teamwork is hindered by cross-cultural differences, resulting in communication barriers that disrupt workflow The lack of a common language impedes effective sharing and expression of opinions among team members Additionally, the HR team struggles to allocate tasks appropriately, further complicating collaboration.
The recruitment process can be hindered by detailed member evaluations, leading to inefficiencies It's crucial for teams to identify and address these shortcomings promptly to avoid unnecessary conflicts Organizing a meeting to standardize communication and work methods can enhance workflow efficiency Strong teamwork is essential for successful task completion, significantly improving productivity and driving company growth As the saying goes, "Teamwork makes the dream work."
“One tree cannot amount to anything, three of them together can look like a mountain”.
Hoffmann, a 27-year-old German employee at a multinational company, encounters significant language barriers that impact her work experience and contractual obligations The HR team struggles to accommodate her due to these language differences, and after signing an initial contract in English, she unexpectedly receives a new contract in Chinese two weeks later, requiring her signature This situation highlights the importance of language comprehension in the workplace, as proficiency in relevant languages can mitigate risks and enhance communication regarding contracts and daily operations.
ATTITUDE WHEN WORKING IN A MULTINATIONAL COMPANY
Working in a multinational company like Sinotrading Ltd demands essential qualities such as talent, diligence, and an understanding of cross-cultural differences A positive attitude serves as a crucial factor in achieving career success, as it fosters a comfortable and conducive work environment for everyone involved.
In this case study, Hoffmann faces significant challenges adapting to the unique working environment in China, where conventional formats and stereotypes are not commonly applied The Chinese work culture emphasizes flexibility, allowing employees to start projects based on mutual agreement, while leaders make all critical decisions Hoffmann encounters new dynamics, such as the concept of arbitrary power and the expectation of loyalty to supervisors Despite her uncertainties, she maintains a positive attitude, recognizing that these practices are typical in China and that she must accept them to thrive in this setting.
In a multinational company, attitude plays a crucial role, as illustrated by Jiao Li’s experience at Hoffmann’s office After showcasing her new bag as a reward for assisting Li with application arrangements, she was met with indifference from Hoffmann Li advised her, “With your German attitude, you will not feel comfortable here You have to adapt to this different culture.” Drawing from her own experiences in Australia, Li emphasized that failing to embrace Chinese cultural norms could lead to confusion and disconnection in the workplace.
To thrive in new environments and connect with diverse individuals, it is essential to adapt our attitudes Despite initial challenges, persevering in our efforts allows us to seize valuable opportunities that may arise.
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I am truly honored to be part of the International Human Resource Management class taught 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 format, your enthusiasm for teaching has been palpable Thank you for being an inspiring lecturer, and I wish you many wonderful memories at UEH University.
Question 1: Success and failure of your group work, your experience working online in these times?
The key to our group's success lies in our timely submissions for all deadlines By dividing tasks into specialized teams—research, content, and design—we ensure that each team takes responsibility for their respective roles, leading to optimal results Our achievement of a perfect score on our first case study presentation, focused on recruiting for a multinational enterprise in China, serves as a significant motivation for tackling future projects.
As second-year students, my group has learned from past experiences, resulting in minimal failures in our collaborative tasks We prioritize maintaining harmony and avoiding conflicts, which is facilitated by our close friendship and understanding of each member's strengths This allows us to generate innovative ideas and work efficiently together However, I believe that making our group meetings more relaxed could enhance our experience, even though the current strict format has proven effective Ultimately, whether we choose to change our meeting style is not a significant concern for us.
- My experience working online in these times: I think it will have 2 aspects: both advantages and disadvantages.
As second-year students, we face numerous commitments beyond university tasks, with members involved in various clubs like BELL CLUB, KQM, and AIESEC This diversity makes it challenging to find time for group discussions, unlike our first year when we had more availability Therefore, working online remains the best solution, regardless of whether we are in normal times or during COVID-19 We typically use Google Meet to convene at 9 PM, which offers great convenience and flexibility for all members to participate effectively.
Download the latest TIEU LUAN MOI at skknchat123@gmail.com without the need to go outside late, ensuring your safety and saving money on coffee With technological advancements, everything is made easier, allowing us to connect seamlessly.
In my experience with online learning, the disadvantages outweigh the advantages, especially due to the significant changes brought on by the COVID-19 pandemic While traditional in-person education remains the preferred method, the shift to remote learning has introduced various challenges Adapting to this new norm of studying from home has led to numerous issues that impact the overall learning experience.
The effectiveness of our education remains low despite our interactions, and our comprehension of lessons is similarly lacking Internet connectivity issues can lead to frustration, occasionally disconnecting us from classes However, at the university, valuable resources such as smart libraries and direct access to lecturers provide support to enhance our learning experience.
Presenting in front of the class enhances our public speaking skills and boosts our confidence, leading to more fluent communication I recall a challenging experience during a group presentation when poor internet connectivity caused a disconnect between our speech and the slide transitions, making it difficult for the class to follow along.
Question 2: And if there is one thing you can change/improve regarding your group work, what would it be?
Improving individual skills significantly enhances group work success, and I recognize that enhancing my speaking skills is essential for creating a more engaging presentation Assigned to present the summary on the on-air day, I initially viewed this task as minor within the larger group effort However, feedback from our first case study presentation highlighted that my pronunciation, while clear, could be improved compared to my teammates This motivates me to strive for better performance in future presentations, as I believe that my personal growth will elevate the overall quality of our group work While all members contributed effectively, I am committed to refining my speaking abilities to ensure a more compelling presentation experience.
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.
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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 for group tasks, collaborated with my peers to generate new ideas, and wrote the necessary content Additionally, I ensured that all submissions were uploaded to the LMS platform.
In the presentation of the first case study, I was responsible for summarizing and presenting the findings With clearly defined tasks, I successfully completed my portion and offered minor suggestions on the PowerPoint's color scheme and font choices.
Before addressing the questions in this case study, 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 proceed to answer the questions.
The HR manager at Sinotrading Ltd recognized the urgent need to enhance the personnel selection process, as current recruitment practices were often conducted hastily and lacked a systematic approach.
The personnel selection process lacked a formal procedure, with only a handful of team members aware of the critical factors involved Hiring decisions were primarily governed by the "four-eye principle," meaning they were ultimately evaluated by the team leader or CEO, regardless of an applicant's previous performance or academic qualifications.
The recruitment process suffered from a lack of clear purpose, heavily influenced by the CEO's aggressive demeanor, which created immense pressure on team members to fill diverse positions quickly This led to hasty hiring decisions, as exemplified by a manager who prematurely concluded a candidate was suitable, likely due to the CEO's demands Initially resistant to innovative ideas, such as Hoffmann's suggestion to implement a structured mind map for the hiring criteria, the manager prioritized speed over strategy, resulting in a perfunctory selection method The urgency to hire 85 individuals overshadowed the need for a systematic approach, leaving little room for thoughtful personnel selection among the team, except for Smith.
The final shortcoming in the hiring process is the influence of subjective factors The HR manager, Chen, and Peng exemplify this issue The HR manager tends to prioritize candidates who appear friendly during face-to-face interviews, overlooking other essential qualifications Even in the final decision-making stage, she favors candidates who contributed little during practical assessments Similarly, Chen expressed biases against candidates with long hair, while showing a preference for those with long nails, indicating a lack of focus on relevant skills and experience.
The recent article highlights concerns regarding product quality, suggesting a disregard for standards within the company, as noted by TIEU LUAN MOI Additionally, Peng expressed a preference for hiring individuals who frequent nightclubs, raising questions about the evaluation criteria used in the hiring process The lack of fair, transparent, and objective performance metrics for candidates is a significant issue that needs addressing.
Cultural differences present a major challenge in developing a consistent selection tool for personnel decisions While Smith and Hoffmann advocate for thorough job analyses and performance evaluations for new hires, HR managers Chen and Peng argue for a simplified selection process, viewing the methods proposed by Smith and Hoffmann as inefficient and costly in the Chinese context.
A significant flaw in the hiring process is the recruitment of unskilled and unsuitable employees for the HR team A case study highlights that among the newly hired individuals, only Hoffmann, who holds a master's degree from a prestigious university in HR management, 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 is facing challenges due to improper personnel selection, as Hoffman possesses valuable HR experience and knowledge, while other team members rely solely on intuition This disparity has led to conflicts and misunderstandings among team members.
- 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).
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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 reaches a larger pool of potential applicants This strategy helps companies attract young, dynamic candidates, including recent graduates.
Implementing a cost-saving strategy without a formal procedure can significantly reduce advertising expenses while minimizing effort and time investment Chen recommends leveraging family members for recruitment, as referrals from trusted sources are likely to adhere to organizational rules to preserve social relationships.
The lack of established procedures and the pressure exerted by Stingl on the team lead to numerous misunderstandings and conflicts, ultimately resulting in an ineffective selection method Coupled with cultural differences, this environment makes it challenging for Hoffman, who recently completed a paid internship in China, 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 and abilities.
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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 highlights the diverse cultural backgrounds of team members, revealing that the recruitment process in Chinese organizations often lacks formal procedures This approach was perceived as flawed by Hoffman and Smith, who were educated in Western environments Implementing a well-prepared recruitment strategy could address these issues, ensuring that all participants adhere to a structured plan and improve overall outcomes.
Job analysis is a crucial step in the personnel selection process, ensuring the selection of the most suitable candidates It aids in defining job requirements and developing effective interview questionnaires, providing a clear understanding of the expectations for each role.
After conducting a job analysis, defining clear job requirements is essential for the HR team to effectively evaluate candidates Without established criteria, the team struggled to differentiate between applicants, relying solely on subjective judgment and appearances Consequently, this led to an imbalance in the selection process, resulting in a larger pile of CVs deemed acceptable for interviews.
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.
In addition to traditional advertising methods like distributing posters and leaflets in universities and city centers, leveraging digital channels, particularly social media, can significantly enhance our ability to attract more applicants.
(announcements and ads on Mass media, especially Linkedln) With the
TIEU LUAN MOI download : skknchat123@gmail.com moi nhat 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 use of language, quantitative skills for numerical problem-solving, and reasoning ability for logical thinking and 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.
A behavior description interview is essential for assessing candidates with prior experience in the job, as it reveals their problem-solving skills and enhances the validity of the selection process In contrast, a structured interview is ideal for evaluating candidates for positions that require specific behaviors, such as patience, responsibility, and attention to detail, which are crucial for ensuring quality in our wood toy manufacturing for children.
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Evaluate candidates according to their performance by applying the established criteria at each stage of the recruitment process This approach helps identify the top performers who are most qualified for the position being filled.
Our personnel selection method consists of six key steps, with steps 2 to 5 providing a general overview of the assessment and selection process To enhance clarity and offer a straightforward approach for readers, we present our detailed recommendations for each stage of the process.
All information like above we mention.
STEP 2,3,4,5 = ASSESSMENT AND SELECTION PROCESS:
1 Application: Using Questionnaires and Work Samples.
For example in the case:
- Finance managers: Using Diagrammatic Reasoning/ Numerical Reasoning/ Situational Judgement.
- Production managers: Inductive Reasoning/ Numerical Reasoning/ Situational Judgement.
- Profile games: both reduces budget and applies for all positions needed.
3 Interview: Behavior description interview - Structured interview.
Group discussion - groups of six applicants are given an organizational problem and asked to interact in order to provide a solution to the problem.
4 Interview: Behavior description interview - Structured interview.
All information like above me mention.
Which judgement biases are evident when it comes to the team’s final selection decision?
To ensure effective personnel selection, it is crucial for all team members to align on their judgment biases from the outset Each member brings unique biases to the decision-making process, which can significantly impact the final outcome.
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Peng emphasized that the key elements of an application are personal appeal, creative design, and a strong photo of the applicant, rather than grades Additionally, he expressed a preference for candidates who frequently engage in nightlife activities.
Jiao Li rejected Peng's criteria, deeming them irrelevant, as she prioritized the applicants' suitability for the position over other factors She preferred to hire candidates who demonstrated minimal input during the practical assessment, believing this approach aligned better with her hiring standards.
Chen emphasized that key factors in hiring include the university attended, initial impressions, and photographs He also noted the significance of political attitudes, hobbies, academic performance, and language proficiency Interestingly, Chen expressed a preference against hiring candidates with long hair, deeming it inappropriate for managerial roles, while favoring those with long nails as a sign of professionalism He stressed the importance of hiring individuals who respect the company, specifically avoiding candidates who openly criticize the quality of the toys produced, as this reflects a lack of respect for the organization.
Leadership, particularly in the context of Sinotrading Ltd and its CEO Stingl, is defined as the capacity to inspire and guide employees in achieving the company's objectives.
The CEO, as the highest-ranking executive in a company, is responsible for key decision-making that influences the business's direction, including shaping company culture, overseeing operations, and managing resource allocation Additionally, the CEO often acts as the public representative of the organization, engaging with shareholders, board members, customers, employees, and the media to share information, solicit feedback, and monitor business performance.
The case study suggests that CEO Stingl exhibits an autocratic leadership style, characterized by a leader who makes decisions independently with minimal input from team members This approach involves making choices based on personal judgment and maintaining strict, authoritarian control over the group.
Stingl consistently evaluated final decisions and directed his team to align with his expectations, often making unilateral choices He required the team leader to submit meeting documentation for review before finalizing decisions Additionally, his authoritative demeanor and harsh tone emerged when team ideas fell short of his standards, highlighting his autocratic leadership style.
Stingl prioritizes the four-eye principle in candidate assessments during interviews, granting supervisors the discretion to bypass established rules for its effective implementation This approach suggests that personnel selection decisions rely more on his or the supervisor's judgment rather than the candidate's qualifications or fit for the role.
Stingl consistently exerts pressure on the new HR team to expedite the recruiting process, showing little regard for the challenges they face He frequently expresses frustration and raises his voice in response to unexpected outcomes, prioritizing the completion of his targets over the team's emotional well-being and difficulties.
Transformational leadership emphasizes the importance of achieving goals, a defining trait of the CEO's leadership style Despite a blunt demeanor, his focus remains unwavering on team objectives Stingl meticulously reviewed documents presented at each meeting, enabling him to make informed decisions for the team's progress He did not hesitate to criticize Peng for failing to meet expectations.
TIEU LUAN MOI download : skknchat123@gmail.com moi nhat participate in interviewing and then suggested an assessment center so that Peng could participate in interviewing and learn something.
Question 4: If you were asked to consult with the project regarding teamwork, what would you recommend?
The HR team faced significant challenges due to cultural diversity and ineffective communication Team manager Jiao Li failed to establish a common language for discussions, leaving intern Hoffman, who struggled with Chinese, unable to follow conversations This lack of clarity hindered teamwork and led to misunderstandings Additionally, the absence of a formal personnel selection procedure complicated the hiring process for 85 new employees, resulting in conflicts among team members and with their leader The opaque nature of processes in China further exacerbated Hoffman's difficulties in adapting When Hoffman attempted to share her insights on personnel selection methods from Germany, her ideas were dismissed without consideration, highlighting the shortcomings in Stingl's leadership approach.
Having an agreement in language if there are cultural differences.
Making a group task at the beginning so that anyone can follow and stick to it.
Embracing a collaborative mindset involves actively listening to and analyzing teammates' ideas before forming judgments Even if you are confident in your own concept, it is essential to consider all suggestions before moving forward Additionally, establishing clear project milestones through a formal process is crucial for ensuring successful project execution.
Establishing the project's baselines is crucial for effective teamwork and planning Start by clearly defining the project's scope, timeline, and budget, as these foundational elements will guide all subsequent project activities and decisions.
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PART 3 LEARNING OUTCOMES: WHAT YOU LEARN FROM THE CASE
In today's era of globalization, it is essential to adapt to various developments to remain competitive As an International Business major, I recognize the importance of mastering key subjects, particularly International Human Resource Management This field focuses on the dynamics of human interactions and activities, making it crucial for my future career Gaining valuable knowledge and insights during my university years will significantly shape my career aspirations and job orientation.
After analysing the case study: “Recruiting for a multinational enterprise in China” clearly and deeply, I find out a huge number of learning outcomes that need to be noticed and learned.
The insights gained from this case study are essential for shaping my future career mindset and guiding me toward my ideal job This study has deepened my understanding of Human Resource Management, which is particularly valuable as I seek an internship in my second year The knowledge acquired will serve as useful tools in my job search, providing me with key strategies and insights to navigate the employment landscape effectively.
1 The importance of job demands and its effect
A good company prioritizes the well-being of its employees, fostering a sense of worth that inspires dedication and enthusiasm for their work When searching for future job opportunities, I will prioritize organizations that clearly communicate their job demands; a lack of structure in this area, as indicated by feedback in job-seeking groups, will deter me from applying due to potential negative consequences Clearly defined job demands are crucial in the workplace, as they enable employers, like CEO Stingl, to understand their employees' needs, including necessary accommodations, extended leave for recovery, access to rehabilitation services, and the suitability of job roles based on individual capabilities.
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Assessing employees' work abilities in relation to job demands, particularly essential tasks, is crucial for companies This comparison allows organizations to gain insights into employees' strengths and limitations, effectively communicate these findings to the CEO and staff, and identify which job aspects employees can handle Furthermore, it aids in developing strategies to address workplace challenges, recommending necessary accommodations, and advising employees on their potential return to previous roles.
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 research on occupational stress has surged due to 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, they can transform into stressors when excessive effort is needed to maintain performance, leading to adverse outcomes such as job burnout and depression.