Description

‫المملكة العربية السعودية‬
‫وزارة التعليم‬
‫الجامعة السعودية اإللكترونية‬

Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University

College of Administrative and Financial Sciences

Assignment 3
Human Resources Management (MGT 211)
Due Date: 26/04/2025 @ 23:59
Course Name: HR Management

Student’s Name:

Course Code: MGT211

Student’s ID Number:

Semester: Second

CRN:
Academic Year:2024-25-2nd

For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Marks Obtained/Out of 10

Level of Marks: High/Middle/Low

General Instructions – PLEASE READ THEM CAREFULLY
•
•
•
•
•
•
•
•

The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.

Learning Outcomes:
After completion of Assignment one students will be able to understand the following
LO5: To have the ability to carry out objective and scientific analysis of employees’
performance management.
LO6: To be able to identify and describe the needs of the parties involved in labor
relations, and how these needs are balanced.

Assignment Question(s):
Part 1- Discussion Questions (4 marks):
1.

“Customer feedback needs to be part of every employee’s evaluation when that

employee has customer contact.” Do you agree or disagree? Explain your
position. (minimum words: 200, marks:2)

2. Would you rather work for an organization where everyone knows what others
are earning or an organization where this information is kept secret? Why?
(minimum words: 200, marks:2)

Part 2- Case Study (6 marks)
Read the case given below and answer the questions:
Acme Corp, a multinational technology company, operates in over 30 countries and
employs a diverse workforce of approximately 50,000 employees. As the company grows
globally, it faces challenges related to managing human resources effectively across
different cultural, legal, and economic landscapes.
Key Issues are first, Cultural Diversity, Employees come from various cultural
backgrounds, which can lead to misunderstandings and conflicts. Second, Legal
Compliance: Each country has its own labor laws, which Acme must adhere to while
maintaining a consistent company policy. Third, Talent Acquisition: Attracting and
retaining talent in different regions can be difficult, especially in markets facing skills
shortages. Final, Performance Management: Implementing a global performance
management system that respects local practices while aligning with corporate goals.

Strategies Implemented:
1. Cultural Training Programs: Acme introduced extensive training programs to
educate employees about cultural differences, promoting diversity and inclusion.
2. Localized HR Policies: The HR team created guidelines that allow regional
offices some flexibility in adapting company policies to comply with local laws.
3. Global Talent Mobility: A program was established to facilitate international
assignments, encouraging knowledge sharing and skill development.
4. Unified HR Technology: Acme adopted a global HR information system (HRIS)
that standardizes data while allowing customization for local needs.
Outcomes:
• Improved Employee Satisfaction: Surveys showed a 25% increase in employee
satisfaction scores across regions.
• Reduction in Legal Issues: Incidents of legal noncompliance decreased by 40%
after local policies were implemented.
• Enhanced Team Collaboration: Teams reported improved collaboration and
communication, leading to higher productivity.

Questions
3. What steps can companies take to improve cross-cultural communication in a global
workforce? (2Marks)
4. How does adopting a global HR information system benefit multinational organization,
and what challenges might they face during implementation? (2Marks)
5. How can multinational companies ensure compliance with diverse labor laws while
maintaining a coherent corporate culture? (2Marks)

Answers
1. Answer2. Answer3. Answer4. Answer5. Answer-

‫المملكة العربية السعودية‬
‫وزارة التعليم‬
‫الجامعة السعودية اإللكترونية‬

Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University

College of Administrative and Financial Sciences

Assignment 3
Human Resources Management (MGT 211)
Due Date: 26/04/2025 @ 23:59
Course Name: HR Management

Student’s Name: SEU ELITE

Course Code: MGT211

Student’s ID Number:

Semester: Second

CRN:
Academic Year:2024-25-2nd

For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Marks Obtained/Out of 10

Level of Marks: High/Middle/Low

General Instructions – PLEASE READ THEM CAREFULLY









The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.

Learning Outcomes:
After completion of Assignment one students will be able to understand the following
LO5: To have the ability to carry out objective and scientific analysis of employees’
performance management.
LO6: To be able to identify and describe the needs of the parties involved in labor
relations, and how these needs are balanced.

Assignment Question(s):
Part 1- Discussion Questions (4 marks):
1.

“Customer feedback needs to be part of every employee’s evaluation when that

employee has customer contact.” Do you agree or disagree? Explain your
position. (minimum words: 200, marks:2)

2. Would you rather work for an organization where everyone knows what others
are earning or an organization where this information is kept secret? Why?
(minimum words: 200, marks:2)

Part 2- Case Study (6 marks)
Read the case given below and answer the questions:
Acme Corp, a multinational technology company, operates in over 30 countries and
employs a diverse workforce of approximately 50,000 employees. As the company grows
globally, it faces challenges related to managing human resources effectively across
different cultural, legal, and economic landscapes.
Key Issues are first, Cultural Diversity, Employees come from various cultural
backgrounds, which can lead to misunderstandings and conflicts. Second, Legal
Compliance: Each country has its own labor laws, which Acme must adhere to while
maintaining a consistent company policy. Third, Talent Acquisition: Attracting and
retaining talent in different regions can be difficult, especially in markets facing skills
shortages. Final, Performance Management: Implementing a global performance
management system that respects local practices while aligning with corporate goals.

Strategies Implemented:
1. Cultural Training Programs: Acme introduced extensive training programs to
educate employees about cultural differences, promoting diversity and inclusion.
2. Localized HR Policies: The HR team created guidelines that allow regional
offices some flexibility in adapting company policies to comply with local laws.
3. Global Talent Mobility: A program was established to facilitate international
assignments, encouraging knowledge sharing and skill development.
4. Unified HR Technology: Acme adopted a global HR information system (HRIS)
that standardizes data while allowing customization for local needs.
Outcomes:
 Improved Employee Satisfaction: Surveys showed a 25% increase in employee
satisfaction scores across regions.
 Reduction in Legal Issues: Incidents of legal noncompliance decreased by 40%
after local policies were implemented.
 Enhanced Team Collaboration: Teams reported improved collaboration and
communication, leading to higher productivity.

Questions
3. What steps can companies take to improve cross-cultural communication in a global
workforce? (2Marks)
4. How does adopting a global HR information system benefit multinational organization,
and what challenges might they face during implementation? (2Marks)
5. How can multinational companies ensure compliance with diverse labor laws while
maintaining a coherent corporate culture? (2Marks)

Answers
Q1:
I believe customer feedback should play a role in evaluating employees who
interact directly with customers. In today’s competitive environment, customer
satisfaction is a key indicator of organizational success. Employees on the front
lines significantly influence the customer experience, and it’s difficult to
evaluate their performance accurately without incorporating customer input.
Customer feedback offers real-time insight into how an employee is perceived
in action. It reflects aspects such as communication, professionalism,
availability, and problem-solving skills. An employee may meet internal
performance goals and display strong qualities like punctuality, but if
customers report dissatisfaction with their attitude or service, that signals a
serious concern. Without customer feedback, such issues can easily go
unnoticed.
Integrating customer feedback into performance reviews can motivate
employees to deliver high-quality service, knowing their efforts are recognized
and valued. Positive comments can also uplift morale and reinforce a customerfocused culture within the organization.
However, it’s crucial that customer feedback is used fairly and in balance with
other performance metrics. Not all customer complaints are justified, and
sometimes difficult customers may misrepresent an employee’s effort.
Feedback should therefore be evaluated within context, ensuring a more
accurate and comprehensive performance assessment.
In summary, customer feedback is a vital tool for evaluating employees who
engage with customers. When used thoughtfully, it can enhance service quality,
boost accountability, and improve overall organizational performance.

Q2:
I prefer to work in an organization where everyone is aware of each other’s
salaries. While implementing salary transparency might initially feel
uncomfortable, it ultimately fosters a workplace culture rooted in fairness,
equity, and trust. When compensation is kept secret, it often leads to
speculation, misunderstandings, and a perception of unfairness—contributing
to dissatisfaction, decreased motivation, and higher turnover rates.

By embracing transparency, organizations are compelled to establish clear,
objective salary structures. When employees understand that pay is determined
through consistent and fair criteria, they’re more likely to trust the system.
Furthermore, transparency helps address gender and racial pay disparities by
minimizing opportunities for hidden biases and promoting accountability. It
also opens the door for more meaningful discussions around performance and
career growth, giving employees a clearer understanding of what’s needed to
progress to higher pay levels.
On the other hand, secretive pay systems often breed a toxic culture.
Employees tend to speculate and gossip about salaries, which can lead to
resentment and feelings of underappreciation. Without transparency, employees
are also at a disadvantage during salary negotiations, lacking the information
needed to advocate for themselves effectively.
Of course, transparency doesn’t mean equal pay for all. Differences in salary
should still reflect variations in experience, skills, performance, and role
complexity. However, these differences must be justifiable and openly
communicated. There should be a clear platform to explain and understand how
compensation decisions are made.
It’s also important that organizations manage salary transparency responsibly.
HR should provide context and guidance to prevent misinterpretation and
misuse of information, while also educating employees about the broader
compensation strategy.
In conclusion, I believe salary transparency promotes a more equitable,
informed, and empowering workplace—where fairness isn’t assumed, but
clearly demonstrated.

Q3Enhancing cross-cultural communication is essential for companies operating
on a global scale. To foster effective communication across diverse teams,
organizations can take the following steps:
i. Cultural Awareness Training:
Organizations should offer training that highlights different cultural norms,
communication styles, and workplace practices. This helps minimize
misunderstandings arising from cultural differences and promotes greater
sensitivity and respect for diversity.
ii. Language Support:
In the absence of multilingual staff, companies can offer language training or
hire interpreters. Providing access to translation tools and interpretation

services ensures that communication remains efficient and accessible to all
team members.
iii. Encouraging Open Communication:
Creating a culture of openness allows employees to express concerns and ask
questions without fear of judgment. Promoting a space where clarification is
encouraged helps reduce the risk of miscommunication and fosters a more
understanding work environment.
iv. Using Clear and Simple Language:
Messages should be communicated using straightforward language. Avoiding
slang, idioms, and jargon is crucial, especially when working with teams that
include non-native English speakers, to ensure the message is easily
understood.
v. Appointing Cultural Liaisons or Diversity Officers:
Designating individuals to manage cultural interactions can help address
potential conflicts early and facilitate smoother communication. These roles
serve as bridges between diverse groups and help navigate cultural challenges
effectively.
vi. Organizing Regular Team-Building Activities:
Team-building fosters trust and strengthens relationships among employees,
making communication more natural and effective across cultures.
vii. Establishing a Feedback Mechanism:
Providing channels for employees to voice concerns helps identify
communication barriers and enables organizations to take timely, appropriate
action to resolve them.
By implementing these measures, companies can build an inclusive and
collaborative work environment that supports clear communication, enhances
teamwork, and boosts productivity within a multicultural workforce.

Q4Implementing a global Human Resource Information System (HRIS) offers
numerous advantages for multinational companies like Acme Corporation,
though it also presents several challenges.
Benefits:
i. Standardization:
A global HRIS helps standardize HR processes—such as payroll, benefits
administration, and performance evaluations—across all international locations,
ensuring consistency and efficiency.

ii. Centralized Data:
It provides a unified database for employee information, enhancing data
accessibility, accuracy, and the ability to generate comprehensive reports.
iii. Increased Productivity:
By automating routine HR tasks, the system reduces manual workloads,
minimizes errors, and saves valuable time.
iv. Enhanced Decision-Making:
Real-time analytics and customizable dashboards enable HR leaders to make
informed, data-driven decisions.
v. Compliance:
The system can be tailored to meet the legal requirements of different
countries, ensuring adherence to local labor laws and tax regulations.
Challenges:
i. Localization:
Adapting the system to meet the unique needs of various countries can be
complex and costly.
ii. Data Privacy Regulations:
Navigating differing data protection laws—such as GDPR in Europe—can pose
significant challenges to implementation and compliance.
iii. Integration Difficulties:
Integrating the global HRIS with existing regional systems and third-party
providers can be technically demanding and may require specialized expertise.
iv. Training and User Adoption:
Employees across regions must be adequately trained to use the system.
Resistance to change and varying levels of digital proficiency can hinder
smooth adoption.
To implement a global HRIS successfully, companies should adopt flexible
systems that support localization, invest in comprehensive employee training,
and ensure full compliance with international data privacy regulations.

Q5:
Global companies must adopt a balanced and flexible approach that enables
compliance with diverse labor laws while fostering a unified corporate culture.
i. Localized HR Policies:
Regional offices should be allowed to adapt HR policies to align with local
labor laws, while still reflecting the organization’s overarching mission and
values. This flexibility ensures compliance without compromising the core
identity of the company.
ii. Legal Expertise:
Hiring or consulting with regional legal experts helps companies stay up to date
with local labor laws, reducing legal risks. These professionals can guide HR
teams in implementing practices that are both legally compliant and culturally
appropriate.
iii. Ongoing Training Programs:
Consistent training on corporate values, ethical standards, and relevant local
legal frameworks ensures employees understand what is expected of them and
what is lawful, fostering both cultural alignment and compliance.
iv. Clear Communication of Core Values:
Reinforcing universal values such as respect, integrity, and inclusivity across
all regions helps cultivate a shared corporate culture. These values should be
emphasized during onboarding and integrated into performance evaluations.
v. Implementation of Global HR Technology:
Tools like a global HRIS enable centralized monitoring and enforcement of
policies. They support consistent practices across borders while allowing for
locally approved adaptations, streamlining global HR operations.
vi. Regular Audits and Evaluations:
Periodic reviews help ensure that local branches adhere to both regional legal
requirements and global company standards. Evaluations also identify areas for
improvement and promote accountability.
This strategic blend allows companies to operate legally and respectfully within
diverse cultural landscapes, while still maintaining a strong, cohesive global
identity.

References:

Aguinis, H. (2019). Performance Management (4th ed.). Chicago
Business Press.
Bamberger, P., Biron, M., & Meshoulam, I. (2014). Human Resource
Strategy: Formulation, Implementation, and Impact. Routledge.
Briscoe, D. R., Schuler, R. S., & Tarique, I. (2012). International Human
Resource Management: Policies and Practices for Multinational
Enterprises (4th ed.). Routledge.
Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating
organizational accountability and transparency in pay decisions.
Organization Science, 26(2), 311–333.
Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
Hofstede,

G.

(2001).

Culture’s

Consequences:

Comparing

Values, Behaviors, Institutions and Organizations AcrossNations (2nd
ed.). Sage.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2017). Human Resource
Information Systems: Basics, Applications, and Future Directions
(4th ed.). Sage Publications.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing
Cultural Differences (9th ed.). Routledge.
Snell, S., Morris, S., & Bohlander, G. (2016). Managing Human
Resources (17th ed.). Cengage Learning.

Purchase answer to see full
attachment