2013A_BUSM4187_IHRM_G1_TeamReport_Nagini.pdf - RMIT...

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Your submission will not be accepted unless all fields below are completed RMIT International University Vietnam BP181 Bachelor of Commerce Program ASSIGNMENT COVER PAGE Course Name & Code International Human Resource Management BUSM 4187 Location where you study SGS Campus Title of Assignment Team Research Report File(s) submitted 1 Student Name Tran Thi My Ngoc Nguyen Bach Lan Anh Nguyen Vu Bich Ha Student’s Email Address [email protected] [email protected] [email protected] Learning Facilitator in Charge Phil Smith Assignment Due Date 14 04 - 2013 Date of Submission 14 04 - 2013 Number of Pages including in this one 36 Word Count 3,226 (excluding Exe. Summary, Citation, Reference, Appendix)
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pg. 2 An Insight View of IHRM and Expatriates The Case of Holcim Vietnam Tran Thi My Ngoc s3342185 Nguyen Bach Lan Anh s3342181 Nguyen Vu Bich Ha s3372918 2013 Semester A Lecturer: Mr. Phil Smith International Human Resource Management
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pg. 3 TABLE OF CONTENTS Executive Summary 4 1 Introduction 5 2 Company Background 5 3 Human Resource Management Functions at Holcim Vietnam 3.1 Planning 6 3.2 Job design & Analysis 7 3.3 Recruitment & Selection 7 3.4 Training & Development 8 3.4.1 Pre Departure Training 8 3.4.2 Post Arrival Training 10 3.4.3 Repatriation Support 10 3.5 Performance Management 11 3.6 Compensation & Benefits 12 3.7 Industrial Relation 13 4 Expatriates 4.1 Expat riate’s Background Information 14 4.2 Culture Shock, Intercultural Adjustments & Company’s Assistance 14 4.2.1 Knowledge of the Nation 15 4.2.2 Relationship Building 16 4.2.3 Interpersonal Communication 16 4.2.4 Business protocol & Legal Issues 17 4.3.5 Living in Vietnam 18 4.3 Expatriates Issues and Recommendations to Holcim Vietnam’s HRM Functions 20 5 Conclusion 23 Reference 24 Appendix Appendix 1 29 Appendix 2 30 Appendix 3 31 Appendix 4 32 Appendix 5 33
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pg. 4 EXECUTIVE SUMMARY Holcim Group, founded in Switzerland, is well-known producer of cement and aggregates. Holcim has increasingly expanded its markets and placed subsidiaries in 70 countries across the world, including Vietnam (Holcim 2013). In effort to ensure sustainable growth, standardised and successful operation of subsidiaries, Holcim has been sending expatriates on international assignments. In order to comprehend how Holcim Vietnam’s HR functions have changed to satisfy expatriate’s requirements, as well as expats’ experie nce and possible problems relating working overseas, especially culture shock , authors has conducted two interviews with Holcim Vietnam’s HR Information & Employee Engagement Manager - Ms. Nguyen Thi Ngoc Bich and Deputy Manager of Sustainable Development Department - Mr. Benjamin Klausman. The report firstly analyses current Holcim’s HR functions including planning, job design and analysis, recruitment and selection, training and development, performance management, compensation, and industrial relation, aiming to identify existing and potential issues of each function in adopting expatriation. Subsequently, recommendations, which include initiative
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