Human Resource Plan for Firm Expansion in New Zealand - Example

INTERNATIONAL НRМ Student Name Institution Contents Executive summary 3 Introduction 4 Human resource plan for firm expansion in New Zealand 4 Employees 5 Learning and Development 5 Step 1: Business Goals Determination 5 Step 2: Environment scan 6 Workforce analysis 6 Internal environment scan 6 External Environment Scan 7 Step 3: Gap Identification and Analysis 7 Step 4: Setting of Human Resource Priorities 7 Step 5: Monitoring, Evaluation and Reporting on Progress 8 SWOT analysis 8 Strengths 8 Weaknesses 9 Opportunities 9 Threats 9 Conclusion 9 References 11 Executive summary This report analyzes human resource management as the organization of human beings in a new firm being opened in New Zealand. The firm, an expansion of an internet services provision company will be a call center. The report looks at the New Zealand’s culture which makes it possible for the expansion to take place successfully. The report provides a comprehensive plan for the management of human resources in the new country with the aim of increasing the firm’s competitive advantage. The importance of goal determination as the first step in the expansion plan has been shown. The main aim of goal determination has been determined in making the correct decision as the firm expands to New Zealand from its Australia its origin. The report has analyzed both internal as well as external business environment and their influence on human resources in the foreign country. This has been discussed with the provision of the required strategy to expand the business in the new environment. In the environment analysis, the report has looked into the workforce analysis, internal as well as external scan of the environment. Gap analysis as a step in the planning has been well analyzed and discussed with relation to the goals and objectives discussed earlier in the report. The gaps analyzed have been shown to play a significant part in dealing with the different cultures in the new environment. The report has also analyzed the setting of human resources priorities together with engagement of the employees in the planning. The report has shown the last step to be monitoring, evaluating and reporting on the progress of the plan for better communication and determination of the way forward. Additionally SWOT analysis has been analyzed and its importance in the plan development. Introduction Human resource management is the management and organization of human resources (Ulferts, Wirtz and Peterson 2010). It aims at managing human beings to maximize their performance with the focus on systems as well as policies to meet the organizational goals and objectives. According to Rosalie (2016) international human resources management develops a strategic human beings management with the focus of an organizational context which is international. This involves recruitment as well as maintaining healthy relationship among people in the working environment (Ulferts, Wirtz and Peterson, 2010). Our company is involved with internet provision. It is based in Australia but it’s in the process of opening a call Centre in New Zealand. A plan for expansion in a foreign country will involve a number of factors which must be put into consideration. An internet service provider is an organization that makes the services for access as well as using the internet available (Heckmann, 2012). Its main aim is to make sure that companies as well as individuals have access to internet and other related services (Heckmann, 2012). In the plan; our company which is opening a call Centre in New Zealand must build its potential, renew the workplace as well as strengthen its competitive advantage. While opening a firm in New Zealand, the firm will have to hire competent workers to serve the customers in the new call station. The firm will make sure that business goals are well determined together with proper scan of the environment. Priorities will be set and finally evaluated. Throughout the planning process, this report will show the human resource plan which will facilitate the expansion with the use of a SWOT analysis. Estimates of the required resources will be provided by the report. It will analyze the present gap so as to come up with priorities for the success of the firm. Human resource plan for firm expansion in New Zealand New Zealand is made up of islands in the Pacific Ocean on the south eastern side of Australia. Its population is about 3.5 million making it densely populated compared to Australia (Wepa, 2015). The country is multi-cultural society with a variety of cultures in it due to the many ethnic groups living in the country. Wepa (2015) argues that the society in New Zealand is characterized by western culture and the use of English language which is one of the official languages in the country. Employees Employees constitute a very important factor in any firm that is expanding. In the process of the firm expansion in New Zealand, it will have to hire competent workers from New Zealand as well as Australia. This will help in making the firm close to its consumers as the workers will have diversity in terms of their culture. The workers will have to be conversant with the required technology for the firm’s competitive advantage to increase. New information technology workers will help the firm in its operation and this makes it important for the management to hire more from both countries so that they can exchange ideas. According to Steps in Human Resource Planning n. d. (2014), the plan for the firm expansion will have to encompass the following steps: Learning and Development The new firm in New Zealand need to come up with a program where there workers will learn new methods of attracting customers as well as retain their old ones. This will mean that the company has to pay for the facilities of learning and development. The cost will include materials need for facilitation as well as paying the actual facilitators. A budget has to be put into place to cater for the same program. The human resource management team will draft the budget accordingly and forward it to the management for implementation. Step 1: Business Goals Determination It will be significant for the new firm to understand the people’s culture for it to be able to determine its goals (Ulferts, Wirtz and Peterson, 2010). The goals should be realistic, measurable, and achievable as well as time bound. Emerging trends and changes together with human resource priorities will be of great use to make sure that the call Centre benefits both the firm and the internet consumers (Prashanthi 2013). In this step, the firm will consider whether or not to partner with workforce in New Zealand for proper workforce planning. The company will hire new employees from New Zealand to help in setting up realistic goals in the new country. Highly qualified individuals which are available in New Zealand will be hired and help the firm move another step. This will help in determining the better path to make consumers of the internet services comfortable and also assist in making the employees work harmoniously to achieve the ultimate goal of the firm. Step 2: Environment scan The new firm in New Zealand will have to conduct a serious analysis of the internal as well as external business environment. This will help the human resource managers to come up with the best strategies which will increase the viability of the firm in New Zealand as well increase its competitive advantage (Ulferts, Wirtz and Peterson, 2010). Some of these analyses will include the following: Workforce analysis It will be of great importance to understand the workforce so as to plan for future projections as well as the prevailing business status (Wetherly, & Otter, 2014). Characteristics as well as employment data of all the employees in the new firm will be well analyzed. Trends and changes in the workforce such as the employee’s eligibility, turnover and their age will be helpful in making decisions that will benefit the firm in the long run (Win the Recruiting War! Finding and Hiring Great Employees n.d., 2010). So as to achieve the goals, the firm, through workforce analysis will employ eligible workers who will be able to serve customers and make it easy for the firm to provide internet services both in Australia and New Zealand (Sherman, 2013). More marketers in both New Zealand as well as Australia will be gotten from the analysis. Internal environment scan It will ultimately important for the new firm in new Zealand to analyze the factors in the department of call center that may in one way or another affect the human resource capacity in the achievement of departmental goals (Kunle, 2013). The department will be in a position to identify and come up with challenges as well as opportunities in the department itself rather than outside. This will help in minimizing the threats and weaknesses and build on the strengths and the available opportunities. Internal scan of the firm will involve changes in legislation in the foreign country as well as funding and budget changes which may be anticipated. Priorities and leadership changes together with safety and health of the workers in the new firm will be analyzed in the internal scan (Rosalie, 2016). The new corporate culture and the restructuring of the organization as well as leadership styles must be encompassed in this step of planning. The firm will incorporate all its employees in New Zealand for better realization of its goals. External Environment Scan This will identify the external factors which in one way or the other will affect the workforce ability to perform with the emerging issues and the operational requirements (Noe, Hollenbeck, Gerhart, & Wright, 2015). This will include the available opportunities, threats, strengths and weaknesses outside the department which can affect the operation of the firm. It will include the supply and demand of workers in New Zealand together with human resource trends. The current as well as projected social, political and economic conditions affecting the firm must be analyzed in this step for the realization of the predetermined goals of the organization in general (Kaufman, 2007). The new firm will incorporate New Zealand legislations and the new marketers will work as per the social and political environment of the new country. Step 3: Gap Identification and Analysis The requirements of human resources will be projected depending on the goals that were determined on the first step as well as the scanning of both internal and external business environment scanned in the second step (Muhammad, 2013). The firm will have to identify the available gaps in the internet provision industry which will be solved by the establishment of the call center in New Zealand. This will require the top management of the firm to deploy professionals who will analyze the market to get the gaps. The gaps identified will help in showing what is required by the firm for it to achieve its goals as determined (Human resource management n.d., 2014). It will help in dealing with the different cultures in New Zealand. The identified gap will help in designing the workforce in such a way that they will fit in the new working environment and maximize their productivity (Noe, Hollenbeck, Gerhart & Wright, 2015). For efficiency in this step marketers and business experts will have to be both from Australia and New Zealand. Step 4: Setting of Human Resource Priorities After the examination of the outcomes from the gap analysis, there will be determination of the human resource priorities as well as the strategies that require to be put into place for the firm to accomplish its objectives. Talent pool will be developed at this step together with improving the working environments for both New Zealand and Australian employees. (Win the Recruiting War! Finding and Hiring Great Employees n.d., 2010). There will be development of the organization as well as developing skills and competency of the workforce. Additionally at this step, employees will be engaged together with additional recruitment and staffing (Ulferts, Wirtz and Peterson, 2010). Step 5: Monitoring, Evaluation and Reporting on Progress As planning continues, there is need to monitor, evaluate and report the progress on issues related to the current workforce (Human resource management n.d., 2014). Monitoring will also involve the new market as well as the targeted customers to show their response on the expansion. The top management here will be required to put some human resources for monitoring and evaluating purposes. This will enable the firm to improve some of the key areas as it prepares to be integrated in new business environment (Sherman, 2013). It is also equally important to keep on evaluating the determined goals so as to make possible changes if necessary before starting the expansion process. SWOT analysis SWOT is an acronym that means the strengths, weaknesses, opportunities as well as threats of a business enterprise or a firm. In the planning process, the firm will use the SWOT analysis in every step so as to achieve their goals and expand the firm eventually (Osita, Idoko and Justina, 2014). Strengths Every step will be accompanied by some strength which will make the firm expansion easy and achievable. When determining the goals of the firm in New Zealand it’s good to note that the goals will be achieved when consumers will be provided with the internet services they require. Both internal and external business environment are favorable for the firm expansion. This is because of the western culture present in New Zealand together with good political, demographic as well as economic environment. The technological advancement in New Zealand together with the available workforce in Australia will be of greater advantage to the firm’s expansion. The firm will need to strengthen its customer relationship for it to have more strength. Weaknesses The planning process as well as the expansion will be accompanied by some weaknesses. There may be unwillingness from the available workforce to expand the operations of the firm (Osita, Idoko and Justina, 2014). If the workers do not understand the goals and objectives of the firm adequately, there will be a weakness in assessing the gaps present in the industry. Constant motivation of the workers will be of great importance to do away with this weakness. Opportunities The favorable business environment in New Zealand is a potential opportunity for a business enterprise to be expanded. Technological advancements as well as trends are making individuals and companies demand for internet services increase (Osita, Idoko and Justina, 2014). This makes it easier for the firm to achieve its goals and objectives. The dense population in New Zealand will help in bringing market for the firm as its expansion succeeds. Marketers in the firm will be required to look out for more opportunities for the firm expansion Threats The steps in coming up with a plan for human resource management in the New Zealand firm will also encounter some threats. The rising impacts of globalization and the increasing firms offering internet services becomes a threat to the firm (Osita, Idoko and Justina, 2014). There will be high competition among the firms therefore reducing the profitability of the firm. This will require the firm to come up with mechanisms for it to counter other firms in the industry. Conclusion In conclusion organization of human beings in the working place is very important for an organization of a firm to achieve its goals. The human resource management of a firm that wants to open a call Centre in New Zealand need to come up with a plan that will make it better in provision of internet services. The plan will make sure that the best services are delivered to consumers and the workforce maintains healthy relationship so as to increase the firm’s competitive advantage. The firm will first of all determine the goals and objectives of opening the call center in New Zealand so as to work with the aim of achieving them. New Zealand is made up of islands situated in the Pacific Ocean near Australia. It is characterized by multiple cultures hence adopting the western culture. The new firm in the country will also need to scan both internal and external business environments. This will enable the firm to work towards achieving its goals to the maximum. These environments will include the workforce, demographic, social, political as well as economic factors affecting the firm. There will also be the need to identify the gaps available. This will facilitate the setting of human resource priorities as well as monitoring, evaluating and reporting. The whole process will be conducted using the SWOT analysis so as to make the firm identify their strengths, weaknesses, opportunities as well as threats. By so doing the plan will facilitate proper service delivery to internet consumers. References Heckmann, O. (2012). The competitive Internet service provider: network architecture, interconnection, traffic engineering and network design. Chichester, West Sussex: John Wiley & Sons. Human resource management: gaining a competitive advantage. (2014). Place of publication not identified: Irwin Mcgraw-Hill Kaufman, F (2007). “Smart Lesson: Key to Success, A Sound Business Climate Survey”. May Smart Lessons in Advisory Services, IFC. Kunle, A. (2013). A Model of Strategic Nonprofit Human Resource Management." Voluntas: International Journal of Voluntary & Nonprofit Organizations, 24 (1) p. 214-240. Muhammad Umer Khalid Habib, Student at Superior University Follow. (2013, July 09). HUMAN RESOURCE PLANNING. Retrieved March 09, 2017, from https://www.slideshare.net/umerkhalidhabib/human-resource-planning-24053844 Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2015). Human resource management: gaining a competitive advantage. New York, NY: McGraw-Hill Education. Osita, C. O., Idoko, O. R. and Justina, N. (2014). Organization’s stability and productivity: the role of SWOT analysis an acronym for strength, weakness, opportunities and threat, International Journal of Innovative and Applied Research, 2 (9), pp. 23 – 32. Prashanthi, K. (2013). Human Resource Planning – An Analytical Study, International Journal of Business and Management Invention, 2 (1), pp. 63 – 68. Rosalie, T. L. (2016). 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