1. Determine if and how the HRM practices align with the company’s business strategy.
The HR strategies of the South Korean company are aligned by a strategic essence. The companies strategies contribute to their financial bottom line by maintaining a strong strategy table presents due to the companies HR maintaining a strong administrative foundation (Regheimer, 2012). The company measures their HR practices with the proven value the company establishes with the companies bottom line. The company by constantly monitoring and evaluating their HR strategies will provide the needed outline for whether the company will need to expand their role or decrease their role to meet their bottom ...view middle of the document...
The company should utilize for recruitment several key elements that would specifically target women employees. The first element that the company should utilize to recruit women is to utilize creative recruiting activities like internship programs, college career fairs or job fairs. Another effective recruitment practice is a referral bonus for female employees who bring in more successful women into the company. Lastly, the company can recruit women employees by establishing a working environment that encourages a strong female presence and retention plan (Rutgers University, 2012).
In terms of retention, the company can recruit top-level women employees by developing a competitive compensation and equity plan comparable to the male component. The company can develop a good professional advancement and positive opportunities for women in the skilled management areas of the company. The company can also provide the newest technological advancement to the women worker’s to provide ultimate working conditions for retention purposes (Rutgers University, 2012).
4. List three potential obstacles that this company could face in its quest to diversify its workforce in this particular culture.
The three potential obstacles that the company may face in its quest to diversify its workforce are pushback from the men in the organizations, lack of advancement opportunities may limit diversification and a deficit in pay equality (Stewart & Brown, 2011).
The first obstacle is pushback from male employees. The case study notes that men would be demeaning towards women workers by not taking their ideas seriously or limit their scope in a project. The second obstacle is lack of advancement opportunities. In the case study, most of the company’s did not provide the needed advancement opportunities for female employees and that only 8 percent of the female employees were in managerial positions compared to 51 percent in the United States. The third obstacle is deficit in pay equality. In...