HRM and Culture 1 Hello Tasha: GRADE: 196.94/200 = 99.2 !

Than" #ou$ %e are %ell. Ho&e the sa'e %(th #ou. Good %r(t(n) and resear*h on #our de'onstrat(on. +(*e (ns()ht (nto the *o'&ound *hallen)es that %o'en and the HRM 'ust ,a*e (n toda#-s )lo.al .us(ness en/(ron'ent. 0se italics ,or e'&has(s rather than 1uote 'ar"s. :23 Re/(e% the ru.r(*. Good A4A other%(se. Dr. Reele#

Hu'an Resour*e Mana)e'ent and Culture 5 Ass()n'ent 6 4 Tasha Cartharn2Etter 7tra#er 0n(/ers(t# HRM 890 5 Hu'an Resour*e Mana)e'ent Dr. Geor)e R(le# Au)ust 26$ 2012

HRM and Culture 2 Hu'an Resour*e Mana)e'ent and Culture

1.

Determine if and how the HRM practices align with the companys business strategy. The hu'an resour*e &ra*t(*es (n th(s &art(*ular '(n( *ase al()n so'e%hat %(th the .us(ness strate)(es o, the *o'&an(es 'ent(on .e*ause (t (s e/(dent that .oth *o'&an(es are no% %or"(n) to%ards (nte)rat(n) %o'en (nto the(r %or" en/(ron'ent due to the re*ent la%s ('&le'ented re)ard(n) )ender d(s*r('(nat(on .# the :orean )o/ern'ent. ;t does a&&ear thou)h$ that .oth *o'&an(es are st(ll stru))l(n) %(th the *on*e&t o, allo%(n) %o'en to ta"e on sen(or roles %(th(n the or)an(<at(on$ &art(*ularl# %(th the state'ent 'ade .# a sen(or 'e'.er at 7: Tele*o' that =he a/o(ds h(r(n) %o'en .e*ause he .el(e/es the# la*" tena*(t#> ?;hl%a(n$ 200 $ &8 3. ;t a&&ears that he st(ll has the old %a# o, th(n"(n) re)ard(n) the &os(t(on and a.(l(t# o, %o'en (n the %or" en/(ron'ent. Th(s (s also su&&orted .# the ,a*t that onl# =e()ht ? !3 &er*ent o, %o'en are (n to& 'ana)e'ent &os(t(ons a'on)st the to& 400 *o'&an(es> (n :orea. ;t (s e/(dent thou)ht that ea*h *o'&an# has 'ade e,,orts to (n*lude %o'en (n the %or" &la*e due to the )ender d(s*r('(nat(on la% that &assed. Althou)h the %o'en that ha/e .een (dent(,(ed (n the *ase ha/e had to &ro/e the'sel/es ,ar 'ore than the(r 'ale *ounter&art (n ea*h or)an(<at(on$ the# see' to .e .rea"(n) 'a@or )round and 'a"(n) str(des (n re&resent(n) %o'en and sho%(n) the or)an(<at(ons the *o'&et(t(/e ad/anta)es the# *an a*h(e/e (n h(r(n) %o'en. Add(t(onall#$ (t a&&ears that at 7a'sun) Ele*tron(*s$ %o'en are not .een ta"en ser(ousl#$ to the &o(nt that the# are ,(nd(n) (t ne*essar# to 'a"e *o'&la(nts (n order to sto& so'e o, the de*(s(ons and .eha/(ors 'ade .# the(r 'ale *ounter&arts %h(le out drinking with the boys a,ter %or" hours. These s'all str(des are 'a"(n) a d(,,eren*e ,or the %o'en (n the %or" &la*e$ .ut (t st(ll sho%s that :orean 'en are not trul# su&&ort(/e o, the (dea that there (s a real s()n(,(*an*e to h(r(n) %o'en (n the %or" &la*e. Th(s un,ortunatel# 'eans that the# are not re*o)n(<(n) the real

HRM and Culture 9 *o'&et(t(/e ad/anta)e the# and the(r *o'&an(es *an a*h(e/e .# h(r(n) %o'en %ho .r(n) another or d(,,erent ele'ent and th(n"(n) to the %or"(n) lands*a&e.
2.

Discuss how hiring more women and promoting them could improve the competitive advantage of this company. H(r(n) 'ore %o'en and &ro'ot(n) the' *ould *erta(nl# ('&ro/e the *o'&et(t(/e ad/anta)e o, the *o'&an# .e*ause these %o'en %ould .r(n) a d(,,erent .us(ness &ers&e*t(/e to the or)an(<at(on and %(th that$ d(,,erent (deas as seen (n the *ase$ 'ore *reat(/e (deas that *ould .e .ene,(*(al to the *o'&an#-s strate)(* .us(ness &os(t(on. H(r(n) %o'en *ould also redu*e the a'ount o, 'one# the *o'&an# %ould s&end to ut(l(<e eAternal *o'&an(es$ l("e the ad/ert(s(n) a)en*# 7a'sun) Ele*tron(*s h(red to des()n a &ro'ot(onal *a'&a()n ,or the(r *o'&an#. Ha/(n) talented e'&lo#ees %ho are *reat(/e and *an re*o)n(<e the need ,or *han)e and then allo%ed to &ut those /(s(ons (nto realt#$ %ould hel& redu*e these eAternal eA&enses. 7on(a :('$ TB 'ar"et(n) 'ana)(n) ,or 7a'sun) Ele*tron(*s$ &ro/ed th(s /er# &o(nt$ e/en thou)h she eA&er(en*ed res(stan*e to her (deas (n(t(all# .# her 'ale *ollea)ues$ (n tr#(n) to do so. Add(t(onall#$ ; th(n" that h(r(n) 'ore %o'en %ould allo% the *o'&an# to a/o(d an# &oss(.le .us(ness (ssues that *ould .e ('&osed .# the :orean )o/ern'ent a)en*#$ ,or these or)an(<at(ons not ,ollo%(n) the 'andate to el('(nate )ender d(s*r('(nat(on. ;t (s o./(ous thou)h that the 'ana)ers at these *o'&an(es ha/e real(<ed that the# ha/e to *o'&l# %(th the )o/ern'ent 'andate$ e/en (, '(n('all#$ or r(s" eA&er(en*(n) ne)at(/(t# that *ould hurt the(r .us(ness su**ess. 7u*h ne)at(/(t# *ould *o'e (n the ,or' o, ,(nes ('&osed on ea*h or)an(<at(on .# the Gender E1ual(t# M(n(str# or the# *ould .e eA&osed to =.la*"2.all(n)> o, the(r res&e*t(/e or)an(<at(ons (n the .us(ness 'ar"et.

HRM and Culture 4 ;n the ,(nal anal#s(s$ (t see's that (t %ould .e s'art ,or :orean *o'&an(es to h(re %o'en (n /ar(ous &os(t(ons and ,(nd that th(s *ould &ro/(de a *o'&et(t(/e ad/anta)e to the(r *o'&an(es$ as (t has a&&eared to .een su**ess,ul %(th(n the :orean )o/ern'ent .# h(r(n) =thousands o, %o'en ,or 'a(nl# sen(or &os(t(ons> ?;hl%a(n$ 200 $ &8 3.
3.

Prepare a recruitment and retention plan for this company that specifically targets women employees. The ,(rst ste& that should ta"e .e,ore an# re*ru(t'ent and retent(on &lan *an .e ('&le'ented (n th(s *o'&an#/these *o'&an(es (s the &ro/(de tra(n(n) ,or those (n u&&er 'ana)e'ent$ so that the(r %a# o, th(n"(n) *an .e *han)ed re)ard(n) the h(r(n) o, %o'en and the ad/anta)es o, do(n) so (n the(r or)an(<at(ons. Honestl#$ (, the hu'an resour*es de&art'ent *annot *han)e the %a# o, th(n"(n) a'on)st these sen(or le/el 'ana)ers and 'en %(th(n the or)an(<at(on$ then the ('&le'entat(on o, a re*ru(t'ent &lan %ould ne/er %or" or reall# a*h(e/e the su**ess that (t (ntends to .e ,or the or)an(<at(on. Cn*e the '(ndset o, the 'ale *ollea)ues ha/e .een *han)ed$ then an e,,e*t(/e re*ru(t'ent &lan %ould (n*lude o,,er(n) a /ar(et# o, .ene,(ts ,or %o'en %ho @o(n the or)an(<at(on l("e *h(ld2 *are ,a*(l(t(es D ser/(*es ?%h(*h has .een 'andated .# the )o/ern'ent ,or *o'&an(es %(th 800 e'&lo#ees or 'ore3. Add(t(onal re*ru(t'ent ta*t(*s %ould (n*lude allo%(n) %o'en to .e *ons(dered ,or sen(or le/el &os(t(ons %(th(n the or)an(<at(on and )(/(n) the' the o&&ortun(t# to r(se %(th(n the or)an(<at(on %(thout .e(n) d(s*r('(nated u&on .e*ause o, the(r )ender. Another ta*t(* *ould (n*lude *o'&ensat(on that (s e1u(/alent to the 'ale *ounter2&art at the /ar(ous or)an(<at(ons$ and tra(n(n) that %ould &ro/(de %o'en %(th the o&&ortun(t# to *o'&ete ,or and .e &ro'oted to /ar(ous le/els or de&art'ents %(th(n the or)an(<at(on. As %e ha/e learned$ the &rotean *areer o&t(on has ,ound (ts %a# (nto toda#-s .us(ness en/(ron'ent$ thus (t '()ht .e

HRM and Culture 8 hel&,ul to o,,er su*h o&t(ons ,or %o'en a&&l(*ants. Cn*e the# ha/e (dent(,(ed the(r area o, (nterest$ then /ar(ous tra(n(n) *ourses *an .e esta.l(shed to hel& the' .e*o'e eA&osed to the /ar(ous as&e*ts o, the .us(ness en/(ron'ent to hel& the' rea*h the(r des(red &ro,ess(onal &os(t(on %(th(n the or)an(<at(on. ;n ter's o, retent(on$ a)a(n ; th(n" (t %ould .e *ru*(al to &ro/(de ser/(*es that %ould .e a&&eal(n) to %o'en a&&l(*ants and &ro/(de a *o''(t'ent to ensur(n) that the ,(nd a *areer or &os(t(on %(th(n the or)an(<at(on that %(ll allo% the' to share the(r edu*at(onal "no%led)e and .us(ness a*u'en to *reate a *o'&et(t(/e ad/anta)e ,or the or)an(<at(on. Retent(on &lans *ould also (n*lude the a.(l(t# to .e &ro'oted %(th(n a *erta(n a'ount o, t('e$ and &ro/(de .onuses ,or an# .us(ness (deas that *reate a )reater *o'&et(t(/e ad/anta)e ,or the or)an(<at(on$ as %e sa% %(th 7on(a :(' at 7a'sun) Ele*tron(*s. ; th(n" (t %ould also .e ('&ortant to e/en &ro/(de o&t(ons that allo% %o'en to %or" re'otel# ,ro' the ho'e on o**as(ons (, the# had to ta"e *are o, the(r ,a'(l# and *h(ldren s&e*(,(*all#$ and %(thout ,eel(n) that the# *ould .e re&la*ed due to these needs (n the or)an(<at(on. Ee ha/e seen throu)hout our eA&lorat(on o, hu'an resour*e 'ana)e'ent that ha&&# e'&lo#ees are 'ore &rodu*t(/e$ ded(*ated to and su&&ort(/e o, the or)an(<at(ons that the# are a &art o,. ;t '()ht .e %(se to en*oura)e eA(st(n) e'&lo#ees to (dent(,# and re*o''end %o'en that the# th(n" %ould 'a"e a )ood e'&lo#ee ,or the or)an(<at(on and (n %hat *a&a*(t# or de&art'ent. ; th(n" to a*tuall# re*ru(t %o'en ,or the *o'&an# (t %ould .e %(se to use %o'en re*ru(ters %ho *ould share the(r eA&er(en*es %(th the *o'&an# (n a 'ale2do'(nated en/(ron'ent. Th(s '()ht .e the .est %a# to re*ru(t %o'en %ho %ould ,(t %(th the *o'&an# (n /ar(ous *a&a*(t(es$ %h(le a&&eal(n) to the(r ,e'ale senses and needs. Cther 'eans o, re*ru(t'ent *ould .e thou)h an onl(ne a&&l(*at(on /(a the *o'&an#-s %e.s(te$ (n %h(*h /(s(.le state'ents are

HRM and Culture 6 seen that *on,(r' that the or)an(<at(on-s su&&ort o, h(r(n) %o'en and that the# do not gender discriminate. Retent(on (s su*h a *ru*(al *o'&onent o, ha/(n) a su**ess,ul or)an(<at(on. Hu'an resour*e s&e*(al(sts 'ust .e )(/en the a.(l(t# to o,,er %o'en e'&lo#ees the sa'e a'ount o, .ene,(ts and &erha&s (n so'e *ases$ 'ore to ensure the# re'a(n lo#al to the *o'&an# and &er,or' to the(r .est a.(l(t# (n the /ar(ous &os(t(ons the# 'a# .e )(/en. ;t has .een (dent(,(ed that =&eo&le %ho ,eel (ntr(ns(* 'ot(/at(on eAh(.(t h()her *reat(/(t# and des()n(n) %or" around 'ot(/at(onal &r(n*(&les also (n*reases %or"er sat(s,a*t(on and ena.les or)an(<at(ons to reta(n 1ual(t# e'&lo#ees> ?7te%art$ 2012$ &1403. ;t (s ('&ortant ,or the or)an(<at(on to esta.l(sh hu'an resour*e 'ana)e'ent strate)(es that al()n %(th the(r .us(ness strate)(es and e'&lo#'ent la%s are ,ollo%ed to ensure that a *o'&et(t(/e ad/anta)e *an .e )a(ned and 'a(nta(n ,or the or)an(<at(on (n the(r res&e*t(/e .us(ness 'ar"ets ,or the ,uture. ;t (s ('&ortant that hu'an resour*e strate)(es en*o'&ass a strate)(* &lan that h(res e'&lo#ees %(th(n the real's o, the %h(le 'eet(n) the s&e*(,(* needs o, the or)an(<at(on to re'a(n *o'&et(t(/e. As su*h$ the =e'&lo#'ent o, the r()ht &eo&le (s *losel# related to an or)an(<at(on-s su**ess> ?%%%.7trate)(* Hu'an Resou*e.*o'3 re)ardless o, )ender. 4. ist three !"# potential obstacles that this company could face in its $uest to diversify its workforce in this particular culture. F(rstl#$ s(n*e 'an# o, the to& 400 *o'&an(es %(th(n the :orean *ulture are ran .# 'en$ (t 'a# .e d(,,(*ult ,or those *o'&an(es %ho are %or"(n) to d(/ers(,# the(r %or",or*e$ to .e ta"en as ser(ous .us(nesses (n the 'ar"et &la*e. ;t *ould .e &art(*ularl# ser(ous (, .us(ness relat(onsh(&s are de*reased or .e*o'e non2eA(stent$ (, those %ho are &ra*t(*(n) gender discrimination (nad/ertentl# see these .us(nesses as %ea" ,or tr#(n) to *reate d(/ers(,(*at(on %(th(n the(r

HRM and Culture G or)an(<at(ons. The# *ould end u& .e(n) =.la*"2.alled> (, other .us(nesses do not a)ree %(th th(s &ro*ess nor su&&ort the (dea. 7e*ondl#$ (n the 1uest ,or the or)an(<at(on to d(/ers(,#$ (t *ould &oss(.l# s*are a%a# sen(or 'ana)ers %ho do not share th(s /(s(on. Th(s *ould &oss(.l# *reate a /o(d (n the or)an(<at(on %(th 'ale *ounter2&arts %ho are e1uall# as 1ual(,(ed and ha/e )ood .us(ness a*u'en %(th(n the or)an(<at(on. A)a(n$ (t %ould re1u(re the hu'an resour*es de&art'ent to (nte)rate tra(n(n) &ro)ra's that hel& to *han)e the th(n"(n) o, 'ales %(th(n the or)an(<at(on so that the# real(<e the .ene,(ts o, th(s *han)e and al()n the(r th(n"(n) %(th the .us(ness strate)(es o, the or)an(<at(on that %(ll allo% (t to *o'&ete (n the lo*al 'ar"et and )lo.all#. Hastl#$ (n tr#(n) to *han)e the %or",or*e en/(ron'ent %(th(n the or)an(<at(on$ (t 'a# ,o*us too 'u*h on th(s &ro*ess and ded(*ate to 'u*h ,(nan*(all# to th(s &ro*ess$ to the &o(nt that other .us(ness se*t(ons or &ro*esses *ould .e redu*ed or less &rodu*t(/e. ;, the ,o*us (s eAtens(/e on &er,or'(n) th(s *han)e and less on other areas o, the .us(ness that are e1uall# as ('&ortant$ then (t *ould @eo&ard(<e the ,(nan*(al sta.(l(t# o, the *o'&an# and (ts *o'&et(/eness (n the .us(ness 'ar"et. %. Recommend two !&# Human Resource Management strategies that this company could enforce to improve the visibility of its women employees. The ,(rst re*o''endat(on %ould (n*lude the &ro*ess o, h(r(n) 'ore %o'en (n the %or",or*e and 'a"(n) (t &oss(.le ,or the' to .e a**e&ted .# the(r 'ale *ollea)ues$ .e res&e*ted and re%arded ,or the(r edu*at(onal "no%led)e$ &ro,ess(onal s"(lls and .us(ness *reat(/(t# and a*u'en. ; %ould 'andate that the hu'an resour*e de&art'ent use /ar(ous 'eans to 'ore (nterested (n .e*o'(n) a &art o, the or)an(<at(on$ e(ther .# ut(l(<(n) e'&lo#ee re,errals that o,,er so'e .onus ,or (dent(,#(n) &otent(al e'&lo#ees %ho a*tuall# end u& .e(n) h(red. ; %ould also

HRM and Culture 'a"e sure that the '(ss(on state'ent o, the *o'&an# *onta(ns /er.(a)e that states the# su&&ort the e'&lo#'ent o, %o'en and &ro'ote the' .ased on &ersonal su**ess %(th(n the or)an(<at(on. The se*ond re*o''endat(on ; %ould 'a"e (s to ensure that %o'en are 'ore /(s(.le (n the or)an(<at(on .# a*"no%led)(n) the(r su**ess %(th(n the or)an(<at(on on a re)ular .as(s$ e(ther %(th su*h &ro)ra's as employee of the month or women in business t#&e &ro)ra's s&onsored .# the or)an(<at(on. The *o'&an# *ould also &ro/(de o&&ortun(t(es to &ro'ote the su**ess o, %o'en (n the or)an(<at(on .# ha/(n) art(*les &r(nted (n the lo*al ne%s&a&er or *o'&an# ne%sletter$ )(/(n) %o'en and o&&ortun(t# to tell their story and/ rise to the top %(th(n the or)an(<at(on. ;n order ,or th(s to o**ur o, *ourse$ (t %ould .e ('&ortant ,or all 'ana)ers to re*o)n(<e the ('&ortan*e o, h(r(n) %o'en (n the %or",or*e and the need to 'a"e the' 'ore /(s(.le (n sen(or &os(t(ons$ .ased on 'er(t. Chan)(n) the '(ndset o, 'ale *ollea)ues %ould .e ('&ortant and %(ll ta"e a ser(ous *o''(t'ent .# the or)an(<at(on to ('&le'ent &ro)ra's to &ro'ote a .etter understand(n) o, %or",or*e d(/ers(t#. ;, &eo&le are not *o',orta.le %(th the (dea$ nor reall# understand the ('&ortan*e o, (t ,or the or)an(<at(on$ then sa.ota)e *ould ensue. ;n order ,or *han)e to o**ur (t %ould ('&ortant to edu*ate &eo&le on the *on*e&t and (dea .e,ore ('&le'ent(n) (t.

HRM and Culture 9 Re,eren*es ;hl%a(n$ M. ?200 3 '(racks in a Particularly )hick *lass (eiling.+ Ius(ness Eee"$ A&r(l 21$ 200 $ &8 . 7te%art$ G.H. and Iro%n$ :.G. ?20123 Human resource management ?2nd Ed.3 Ho.o"en$ +.J.$ John E(le# and 7ons$ ;n*. 7trate)(* Hu'an Resour*e ?20123. ,our recruitment process must identify the right person for the right -ob. Retr(e/ed on G/22/2012 ,ro' htt&://%%.strate)(*2hu'an2resour*e.*o'/re*ru(t'ent.ht'l