Global Talent Management ( Mitsubishi and Nestle Corporations) PDF

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Global Talent Management ( Mitsubishi and Nestle Corporations)...

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Global Talent Management ( Mitsubishi and Nestle Corporations)

University of Canada west HRMT 621 - International Human Resource Management May 12, 2020

Introduction As stated by Schuler & Welch (1994), International Human Resource Management is simply the management of employees in an international environment. He further noted that the management of human resources in a global context is significantly essential when companies operate globally. Multinational Corporations (MNC) are giving more priority to

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human resources when they conduct business in multiple countries. Different companies are using various methods to manage employees in the global environment (Laurent, 1986). Also, he stated that It is essential to think strategically and understand firms' strategic capabilities of human assets to gain a competitive advantage over the competitors. Many internal and external environmental factors influence global human resource management. Especially, cultural impact and social impact are important factors. In this paper, the team analyses the strategies that are taken by the two Mitsubishi Corporations (MC) and Nestle to manage the human resources globally. The MC is famous as vehicle manufacturing, Energy, Food Processing and other electronics, and Nestle is famous for the food and drink processing. These two companies are applying different IHRM strategies to achieve organizational goals and enhance the performance of global employees. Mitsubishi Corporations Initially, the MC was found as a shipping firm in 1870. Initially, they did not start vehicle manufacturing. They started vehicle manufacturing in 1917 with Mitsubishi Model A. During the period of World war, two MC played a huge role in aircraft manufacturing. However, during this time, they used war prisoners and citizens of Chinese (“The Mitsubishi Group,” n.d). There were many lawsuits conducted against the MC recently; they apologize for the misconduct of the business. Later, they again started manufacturing the vehicle and developed various new models of the vehicles.

Human Resource Strategies Figure 1 shows the global human resource policy for MC. All the HR policies and procedures are based on the below framework and achieve a high level of performance from the workforce. Figure 1

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MC Global HR System Reform from Mitsubishi corporation, 2019.

The MC’s considered the staff as their great asset, and hence they are continuously working towards developing a flexible working environment. The company realized that the working environment is a key factor for enhancing human capabilities and, enhance the value of the company. Since the MC is operating more than 90 different countries, the strategies and policies of global human resources management play a key role within the company. The human resource policy is based on the merit-based payment and payment as per the level of employee contribution (Mitsubishi Corporation, 2020). In Japan, the hiring policy is mainly

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based on internal promotion and internal job transfers. Also, they are keen to hire fresh graduates. Overseas companies are developing separate human resources policies based on the region and the local domestic business conditions. Employee training programs are a significant component of the global human resource policy. They have introduced many training programs, including leadership and long term strategy development. Achievement of the training programs The global leadership program is part of a company's long term strategic planning process and achieved several favourable results throughout the years. The training programme includes the development of leadership skills, enhances employees' business skills and capacity building. As per the company integrated report 2019, the more overseas staff being promoted to the high-level position of the company. MC has increased women's participation in a leadership role in the company. With the help of this training program. Figure 2 Women in Managerial Position – from Mitsubishi Corporation, 2018

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Figure 3 Global Traning Programs from Mitsubishi Corporation ESG Data Book, 2019.

Workforce Diversity As an MNC, the company encourages a diverse workforce in its global human asset. The different policies and procedures have been developed as per the region-wise based on the laws and regulations of the region. The main focus of those policies was promoting equal opportunities for the workforce. As part of this strategy, the MC decided in 2016 to open a Human resource development centre in Japan to strengthening and development of global, diverse staff forces and evaluate their performance (MC sustainability report, 2016). However, due to the continuous demand and keen on the global workforce, the MC decided to establish development centres globally (MC Sustainability report, 2016). Cross Country training Programs

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As part of the global human resource policy, the MC started the cross country training programs for the global workforce. The training begins with the Mitsubishi Electronics and, they are implementing the training programs successfully. The below figure 4 shows conducted training programs over the regions. The main purpose of this cross country training program is to provide basic language training, executive-level training, cross-cultural training and enhance the personal networking of the employees (Mitsubishi Electronics, 2019).

Figure 4 Cross Country training Statistics from Mitsubishi Electric (2020).

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Nestle Nestle company is be identified as one of the most unmistakable purchasers product associations all over the world, relatively in the field of foods and refreshment business. The organization has activities in illogical pieces of the world. As an example, in the USA, Asia, Europe. Their main administrative center is based in Switzerland. Also, it has offered work roughly 339,000 individuals over the world. Henri Nestle is the founder of the organization in 1967 with the solitary focal point of value. The organization has a major part of the world’s driving brand across different categories and an absolute number of 2000 brands. Dependable brands over an extended item portfolio to increase strength to nestle as far as worldwide administration (Nestle, 2020). The administration of the association has settled upon some standing, which is useful to bunch the organization’s as time passes. These standards are terms for the representatives and pioneers both in light of the fact that the workers of the organization are 70% liable for the development of the organization. As indicated by the HR department of the company, nestle predominantly center around three techniques that lead them to work and create around the world. 

“The focus of aptitude” – the main point of ability are those individuals in the organization who manage the neighbourhood individuals of the particular district and offers specific services as indicated by the interest of that specific region (Nestle, 2020, para 3).

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“Employee Administration” – Nestle accepted that there are three central matters which show inward solid HR the board and their essential obligation, which are the

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limit of the business to pull and hold in the representative and end build up the workers (Nestle, 2020, para 3). 

“Partnering for Business” - The essential purpose behind this issue is Nestle's worker connection approach. The approach depicted that the center employment of every person who works for Nestle (inside or outside) needs to make and afterward keep up an individual relationship (day by day), which they have made (Nestle, 2020, para 3).

Workshops and training events for Nestle’s pioneers at a worldwide Nestle has a large verity of preparing projects and courses progressing on assorted variety so as to ensure that all workers join in their controlling vision being worldwide pioneers. 

Together Empower - Nestle began a progression of meetings over the globe under the name of together empower in 2017. These social events join women and men of all age bunches at all measurements to look at and have conversations about how we can revive Nestles Diversity end Inclusion. The organization will be going to have around 25 networks of representatives around the world in 2019 (Nestle, 2019).

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Empowering assorted ages at Nestle - the organization’s diversity and inclusion program fuse the joining and balance for all the person's general ages. France's office of an organization created a Millennials' Day in 2017, and they had mentoring workshops, conversations and discussions among individuals of various age bunches on the subject of how recent college grads join in supporting the eventual fate of worldwide pioneers in the realm of Nestle (Nestle, 2019).

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Gender Equality - Nestle needs to expand the number for ladies' senior pioneers at a worldwide level. Thusly, its neighbourhood and worldwide exercises dependent on sexual orientation fairness consolidate (Nestle, 2019).

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Improvement openings: Tutoring and preparing programs

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A work environment which is versatile and strong

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Good example events and conversations in different systems

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Preparing programs for administration advancement

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They consolidated sexual orientation correspondence in all human exercises The organization manages items distinctively as per the districts. In any case, the

technique and the executive's arrangements are standard universes ide on the grounds that these approaches work as a mainstay of the associations all through the spot.

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Conclusion The human resource management is a vital role in the multinational corporations as it invoves employees from various countries and cultural backgrounds. Different companies are maing different strategic decisions to manage the human assets. As analysis by the paper both the companies have different strategies to manage the global work force. Both Mitsubishi and Nestle are more focus on the employee empoernmwnt through diversity and training programs in diffrennt ways. Cross country trainng is one of the major program that mitsibishi is conducting whereas Nestle focusing on the partnering programs. Though, companies have different policies and procedures are in place, the final goal is to achive company objective through effective employee engagement to the company operation. As per the facts mentioned above, the main intention is to achieve long term success for the companies by managing human resouces effectively.

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References Laurent, A. (1986). The cross‐ cultural puzzle of international human resource management. Human resource management, 25(1), 91-102. https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.3930250107 MarketLine Company Profile: Mitsubishi Corporation. (2019). In Mitsubishi Corporation MarketLine Company Profile (pp. 1–81). MarketLine Company Profile: Nestle USA Inc. (2020). Nestle USA, Inc. MarketLine Company Profile, 1–25. Mitsubishi Corporation (2019). Mitsubishi Corporation Integrated Report 2019. https://www.mitsubishicorp.com/jp/e n/ir/library/ar/pdf/areport /2019/all_view.pdf Mitsubishi Corporation (2019). Mitsubishi Corporation Integrated Report 2019. (Online Image) https://www.mitsubishicorp.com/jp/e n/ir/library/ar/pdf/areport / 2019/all_view.pdf Mitsubishi Corporation (2020). Employee Relations. https://www.mitsubishicorp.co m/jp/en/csr/library/pdf/06sr-15.pdf Mitsubishi Corporation ESG Data Book (2019). Assignment Of Global Trainees (Online Image). https://www.mitsubishicorp.com/jp/en/ir/library/esg/pdf/S04.pdf Mitsubishi Corporation Sustainability Report (2016). Human Relations. https://www.mits ubishicorp.com/jp/en/csr/library/pdf/06sr-15.pdf Mitsubishi Electric (2020).Workforce Diversity (Online Image). Mitsubishi Electric. https://www.mitsubishielectric.com/en/sustainability/csr/social/labor/diversity/index. page

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Nestle (2019). Nestlé makes its human rights training available to all. Nestle. https://www.nestle.com/media/news/human-rights-training-available-to-all Nestle (2020). At a Glance. Nestle. https://www.nestle.com/aboutus/overview Nestle Our People, 2020. About us. Nestle. https://www.nestlecwa.com/e n/csv/whatiscsv/governance/ourpeople? __cf_chl_jschl_tk__=9bcb4afba9269adef43eb63150023180ad7c2358-15892477590-AWoOaeXqrJ7vs9miqZkm Za3Qz9l7sY7JxDHjjo4J9SWAr1wOpA6n0TcC78ntfxzanbRrZKLvdetG1XRo8DnT 6MWTjMQ9pSchuler, R. S., & Welch, D. E. (1994). International dimensions of human resource management. Wadsworth Publishing Company. https://books.google.ca/books?hl= e n&lr=&id=e6jLyt3pzwC&oi=fnd&pg=PP1&dq=international+human+resource+ma nagement&ots=fEZpB9mLHI&sig=S1pnbB1df3WQMAH7i2Qm34OlPyQ&redir_e sc=y#v=onepage&q=international%20human%20resource%20management&f=false The Mitsubishi Group. (n.d). A brief history of Mitsubishi Motors. OSV. https://www.osv.lt d.uk/brief-history-of-mitsubishi-motors/ Women in the MC workforce Today. (Online Image). 2018. https://www.mitsubishi corp.com/jp/en/about/resource/wm.html...