To develop internationally, develops different problems and difficulties for HR managers in human resources department. It is more difficult to control employees abroad, than if employees were in the house base.
The expansion of Wooden Bakery internationally determined new project and tasks. There is a need to efficiently deal with this for the good thing about both Wooden Bakery and the individuals.
The paper observes the differ from home to international HR management, which examines issues of culture, deals, contracts, recruitment process, and remuneration in Wooden Bakery growth abroad. All the same, the newspaper discusses ideas for HR professionals, which involve cultural research, and the functions of selection, training, performance management and remuneration.
In this new age of globalisation, international individuals resource management is becoming a vital notion for human source of information managers to be able to practice recruiting functions, needs to speak about, recruitment & selection, performance appraisal, compensation & benefits, training & development and lastly employee's relations. That is important for human resource professionals in multinational corporations and also in local based human learning resource managers who import employees from overseas.
To stay up to date with the changing world, human being resource managers must have an international vision of how to manage their individuals efficiently both at home and in another country.
Managing international recruiting allows solid wood bakery to participate more effectively on the market place, and is a producing tool because of its employees.
Human Resources is not only involved in paying the employees their wages and providing them with the huge benefits; however it includes one of the organization's important source of information this is the Human source through hiring, training and producing and most significantly keeping them for the benefits of both celebrations.
Human Resources make reference to the policies, systems and job practices that are used to attract, encourage, develop and preserve firm's employees. In other words, human resources is considered as a business function, that give attention to recruitment, providing job path for the people who work in the firm, and deals with personnel issues such as employing, settlement & benefits, performance appraisal, basic safety, employee's motivation and finally training & development.
Human resources is no more a traditional personnel, and supervision, however Human resources role is more strategic and deal with strategic aspect, to make certain that employees add effectively and works in parallel with the company direction to achieve the companies goals and goals.
Human Resources functions are common to most firms, first by attracting talented people by recruiting and selection, second retaining talented people by income and salary, benefits and employees relations and finally expanding folks by training, development and performance appraisal.
Nearly every company says it
The RECRUITING section is important in all multinational and international companies. Recruiting and selecting is one function completed by HR, and their main responsibility is selecting and keeping company's most significant property that is our "PEOPLE".
Failure to take action, and insufficient strong, encouraged and satisfied employees, employed in the right place in a company will brings about hiring the wrong people, high turnover, employees won't do their best in their jobs and having some prospects demotivated. Thus, without good employees, the best business plan and ideas will be unsuccessful.
As well, Recruiting take care of all the employees concerns, be sure to solve employee's issues immediately and also to play the reasonable judge between your employee and the organization, for both edges advantage.
Nevertheless, Recruiting guarantee smooth performing of the operation, good and safe working conditions and ensure that all staff is accomplishing their jobs effectively and toward the organization goals and targets. Accordingly, RECRUITING Manager evaluates all the employees, incentive, takes disciplinary actions or dismissal.
Another important role under the recruiting umbrella is training and development, and creating job path for many employees, to retain and develop the prevailing employees, and catch the attention of new skilled people, in this manner the HR will improve the organization reputation, credibility and determination from staff, thus become an "employer of preference" and reduce turnover.
In this world of globalization, and company's expansion abroad, Human resources choose new cultures, and look after all legal requirements as per the new country rules and regulations, as well as controlling payroll, and other presented benefits.
As per the strategic approach, human resources play an important function in growing a business strategy, and controlling the employee's activities.
Wooden Bakery was founded in Jal El Dib Lebanon in 1969 by Mr. Edward Bou Habib. It was a straightforward Bakery providing the market with freshly baked quality Bread.
In the last ten years Wooden Bakery practically revolutionized the bakery industry in Lebanon by establishing new requirements and upgrading its products and services.
Edward's two sons Assaad and Ghassan Bou Habib designed and designed the new idea in writing in 1996. With enormous vision and an impressive soul, Wooden Bakery developed a distinctive concept gathering Loaf of bread (of all sorts), Pastries, Sweets, Sandwiches, Salads and Deli.
The first Wooden Bakery Electric outlet exposed at Zalka highway in Oct 1999.
Wooden Bakery launched the first franchised procedure in 2002 and broadened to 26 franchised stores in Lebanon by the finish of the year 2012.
Wooden Bakery opened the first Master Franchise Operation in Saudi Arabia in July 2009, and currently negotiating the sale of the Expert Franchise with lots of companies from the GCC countries.
Wooden Bakery system revolves around a state of the art industrial baking service. It includes the latest and most advanced equipment and equipment in the cooking industry.
Human Resources section make sure to hires top Get good at Bakers, Pastry Chefs, and highly qualified Professionals and Quality Controllers to assure the freshest and most constant products for our markets.
The Wooden Bakery manufacturer produces from 100 to 150 tons of flours each day with regards to the market need and stock size.
Wooden Bakery is the leading company of high quality Newly Baked Arabic Breads in the Lebanese market.
Dry Desert Products
French Pastry Cakes
Cakes for just about any situations (Wilton Cakes)
Croissants and Danishes
Marinated Poultry and Beef
A Selection of Mixes and Blends
PAR Baked Products
Wooden Bakery Retailers are designed to service all classes of individuals in virtually any market around the globe.
All Wooden Bakery Shops can be found on Main Highway Arteries in Strategic Areas, and regarded as a One-Stop-Shop where one can buy Fresh & Hot French and Arabic Bakery, People from france, Arabic and North american Sweets.
The Wooden Bakery Outlets offers all brought up products at Competitive Prices and provide a warm ambiance through its Unique Design, Clean & PROTECTED CLIMATE and Excellent Service for its customers.
Fresh & Hot Bread
Mouth-Watering Arabic, French and North american Pastry items
Scrumptious selection of a huge selection of Cheese & Deli products
Self-Service Products offering the most notable 100 items found in every Home
Delicious Manakish, Salads, Sandwiches, Submarines, Pizzas, etc
Wooden Bakery first Outlet opened up at Zalka highway in Oct 1999.
The first Wooden Bakery franchised operation launched in 2002 and extended to 26 franchised shops in Lebanon by the end of the entire year 2012.
Jal El Dib
Wooden Bakery opened the first Get better at Franchise Procedure in Saudi Arabia in July 2009, and presently negotiating the deal of the Get better at Franchise with a number of companies from the GCC countries.
Wooden Bakery plan was centred on the main element concept that customer satisfaction around the globe is the main goal. It has generated and developed its first Professional Franchise in Riyadh, Kingdom of Saudi Arabia on July 2009.
Its successful arranged up can be measured by how our products and services that people source meet however exceed the Saudi customers' expectations.
"The Bread Factory Outlet" was built on a 10, 000 m2 space to accommodate all the production equipment that will supply Bread and Pastry products and Central Kitchen Food Development to lots of outlets combined with the wholesale syndication of Wooden Bakery Products.
"The Store" is disperse over two levels that house a main showroom with an eating area and a restaurant.
Wooden Bakery has received the prize for the "Fastest Growing Lebanese Company" at the esteemed Social Economic Award 2011, instituted by the global communications organization First Protocol to identify outstanding accomplishments by organizations in the social and economic sphere.
Today, the name of Wooden Bakery not only spells trust and quality, however, it has turned into a marked proof that a brand can be blessed, even in the Lebanese bakery industry. Wooden Bakery's development in the Lebanese place has facilitated the success of the owners' quest, showing that Wooden Bakery is worthy of the award that comes as an all natural translation of its ever-expanding drive to provide More and Deliver Better.
Serves all classes of people
Big Selection of products (produced and non-produced by WB items)
One Stop Shop
Mushrooming Franchise (outlets can be found on main streets in tactical areas)
All shops have the same image
Product differentiation in the PRESTO section sandwiches. Ex girlfriend or boyfriend. Rustic Bread
Quality (Shelf life limited)
Freshness products (key value)
Diversity of products (Arabic, French Pastries - Viennoiserie - charcuterie - Arabic Bakery)
Rank among the most notable 25 companies in Lebanon
Hold high level of market show in Leb.
Balance menu (variety, quality, and price)
Quality Control Management during process, on last product and in outlets
Outlets are rented premises which contributes to boost the operating expenses
Franchise operated stores might not have same degree of devotion as the outlet stores possessed by Wooden Bakery
Increase in raw materials and labour costs
Not every franchised store owner try the P&L statement
No immediate authority
High start-up cost
Advertising intend to increase sales through brand awareness
Market pattern turning bakeries into a wider shopping outlets
Healthy eating trend
Opening new and international markets
New inventions for competition
Increase in Labour costs put pressure on button series margins
Increase in recycleables costs put pressure on gross revenue margins
Quality of service concentration with the existence of competition in the market
Many rivals (bakery's, supermarkets, etc
At Wooden Bakery, the recruiting office used to work the original personnel management tasks, creating payroll and registering employees in NSSF.
The Main recruiting achievement was moving from employees management to human resources management, employing all human resources functions, and become more involved with Wooden Bakery tactical plan.
Human Resources section today mainly concentrates on recruitment, management, and providing guidelines and guidance for individuals who work in Wooden Bakery.
Human Resources section deals with employees concerns such as reimbursement, hiring, performance appraisal, employee motivation, protection, benefits, employee's relationships, and training & development.
However, Wooden Bakery HR office ensure that all the employees are effectively adding to the entire company direction also to accomplish the organization goals and targets.
The administration functions usually played by the RECRUITING department have become more and more aligned with the company strategic plan, which in turn is growing the HR into becoming: RECRUITING Management.
The capability of Wooden Bakery to attain its targets of profitable and ecological expansion and high-quality product and service expectations depends on the quality of its "Human Capital".
The recruiting function, which straight affects the grade of Wooden Bakery's recruiting, will represent a crucial function in the business's development. It is therefore important a clear recruiting mechanism is established to be able to optimize applicant selection, while helping Wooden Bakery's tactical orientation and ideals.
Proper and professional recruiting is essential to avoid undesirable effects, including:
Negative publicity or harm to the business's image
Wasted commitment to interview job seekers who do not meet Wooden Bakery's needs
Cost incurred in training recruits who should not have exceeded the recruiting interviews
High turnover rates
The selecting process in Wooden Bakery includes Recruiting, Handling, Eliminating, Selecting, Rejecting, File Building, Placing, and Orienting.
The recruiting process is divided into three stages: Pre-recruiting, Recruiting, and Post-Recruiting. It consists of:
Posting employment advertising campaign in appropriate places
Evaluating the info provided on each application
Screening candidates to ascertain those to interview
Verifying sources and information
Conducting personal interviews
Deciding who'll be offered the job
Orienting the new employee about the organization
Wooden Bakery use a new assessment notion for assessing employees, "365 Evaluation", that is established to keep an eye on and measure the production of Wooden Bakery administration and management staff throughout the year.
The concept includes three different facets and tackles employees' efficiency by looking at:
Missions completed (Monthly Analysis)
Key performance indicators (KPI) (Quarterly Evaluation)
Yearly competency evaluation
The purpose of the 365 Analysis is to:
Monitor the output of Wooden Bakery supervision and management personnel over summer and winter.
Compensate and prize exceptional achievements, and where suitable take disciplinary actions against under-achievers.
The advantages to be gained from conducting performance appraisals include:
Recognizing achievements and reflecting the results through financial conditions (Salary increase, Promotion, Benefit, etc. )
Identifying newly bought competencies
Preparing staff development plans
Planning improvement where deficiencies are found
Communication between supervisors and employees
Mission based evaluation is a tracking system that documents and rates the quest undertaken by Wooden Bakery supervision and management personnel on Monthly Basis.
Date of registering the theory and expected mission duration
The employee who created the theory and who's the custodian for its implementation
Mission Range &Objectives
Scopeis the total of all products, services and outcomes needed to ensure that the objective is efficiently done.
Objectivesare the huge benefits, final results, or performance improvements that are anticipated to be accomplished by the mission.
List of staff involved and necessary for the conclusion of the quest and the designed authority distribution
Breakdown of responsibilities and assigning a start and a length for every single task
The quest owner has to register the mission with the HR team after it has been noted by the direct supervisor and approved by the worried VP
Human Resources Manager
Score for Innovative
At the conclusion of the mission, the owner has to have the formal analysis of the concerned VP. 3 conditions will be utilized to evaluate the quest (Impressive, Importance, Impact)
Score for Importance
Score for Impact
3 parties and the checking of the inner Audit department
Once rated by the concerned VP, the objective score is registered by the HR in the Mission Traffic monitoring System.
The inner Audit team is eligible for monitor the correct implementation of the system.
The Quarterly Evaluation is something that measures the output of Wooden Bakery administration and management staff by looking at five (5) aspects:
Policy and Technique Development (creation and execution of new process)
Introduction of Improving Ideas (Cost keeping ideas - Process improving ideas)
Productivity Dimension (Change from one department to some other - each office will be evaluated by using five indicators)
The Yearly Analysis is a organized way of measuring, researching and analysing staff performance over a annual basis and using the information gathered to arrange for the employee's future with Wooden Bakery. The reviews is used to guage employee efficiency as well as provide necessary Training and development to enhance the employee's efforts to the Wooden Bakery's goals.
The reason for the Yearly Evaluation at Wooden Bakery is perfect for the director or the immediate supervisor and the concerned employee to have an open discourse about performance goals and genuine performance.
The employee's real degree of performance is compared to the estimated level of performance using criteria that were developed by the supervisor.
This expected degree of performance is to be produced from competencies had a need to perform the work in the highest level of professionalism and reliability.
The comparison of genuine performance with expectations and standards assists as a basis for spotting accomplishments and planning for improvement where insufficiencies are located. Performance appraisals can also be utilized in a intensifying disciplinary process to solve continuing poor performance.
Wooden Bakery encourage expansion and profession development of its employees by training, and aiding them to achieve their personal goals, through providing adequate training, encouragement of staff development, and chances for progress.
Wooden Bakery training methods include:
Orientation training is the process Wooden Bakery use for inviting a new worker into Wooden Bakery family. New employee orientation, often prepared by a gathering with the RECRUITING department, that generally has information about the new job information, the task environment, company culture, company record, the organization graph, tour of department, introduction to colleagues, Wooden Bakery regulations, etc
On the job training is employed in both our branches and stock to instruct new employees how to execute job tasks.
Sometimes workout sessions take place in the headquarters and some other times on site. For example, customer service, food basic safety and hygiene, menu implementation.
Wooden Bakery works on expanding its employee's skills by sending them to international conferences, Workshops and Workshops.
Some of the trainings went to by Wooden Bakery supervision employees:
R&D Technician and R&D Manager were sent in 2010 to NEVADA to wait "Cooking Industry Trade Fair"
Production Director and R&D Manager were sent in 2012 to Bulguim to wait "Professional training session performed by PURATOS"
Quality Controller Supervisor and R&D Supervisor were submitted 2012 to Paris to attend training with "Chopin Technologies"
Maintenance Director was submitted 2012 to Vienna to wait a seminar in "ROSENDAHL Company".
The term reimbursement in Wooden Bakery refers to the wages used to reward employees. For benefits, Wooden Bakery offers paid holidays to its employees.
Wooden Bakery hopes to maintain a feeling of fairness and equity within the pay composition - Grading System.
For each position at Wooden Bakery the following will be identified:
The Minimum, the Middle, and the utmost set salary range
The least and maximum of each set salary range is determined consistent with market realities, and based on external salary studies of comparable organizations.
The variables used to look for the weight of each job and so giving a precise grade predicated on numerical review:
Highest Education Level
Influence on Others
Freedom to Act
Magnitude of Action
Impact of Decisions
Long Working Hours
Working during Holidays
Hazardous Environment and Critical Encounters
The grading system at Wooden Bakery offers a clear career journey for employees who show potentials to progress within the business hierarchy.
Moving horizontally within the same class is governed by different factors including:
Seniority (1. 5 years spent in each level)
Performance Appraisal Recommendations
Acquiring Additional Skills (Experience and Education)
Top Management Discression
Moving vertically is governed by different factors including:
Performance Appraisal Recommendations
Acquiring Additional Skills (Experience and Education)
Availability of the vacancy
Wooden Bakery promotes a positive atmosphere, and motivates positive relationships between employees, to be able to reach the organization goals and goals.
Employees Relations can be involved to prevent and solve problems involved by employees which arise out of or might have an effect on Wooden Bakery work atmosphere.
Wooden Bakery employee's relation involves the relation between your employees with each other or their connection with their supervisors.
Wooden Bakery worried supervisors provide advises how to correct poor performance and worker misconduct.
The Company Disciplinary Action is to help and encourage employees to boost, achieve and keep maintaining standards of do, attendance and job performance. In addition, it permits management to offer effectively with those employees who do not adhere to Wooden Bakery expectations of carry out, attendance and performance in the workplace.
Employee relations are designed in a manner which is non-discriminatory and which is "Rational" steady and effective. It must be applied regularly and without undue wait.
Global growth is a growth strategy for the future. It is at the heart of Wooden Bakery's development strategy. The owners are constantly striving to raise market share through expansion mainly in the Middle east and eventually worldwide, to be able to make an impression on more and more customers.
Wooden Bakery began seeking out progress and expansion, seeking to reach out into new marketplaces through Get good at Franchising and/or Relationship/Joint Enterprise.
Wooden Bakery prepared to expand worldwide after going right through lots of troubles and risks that need to be taken under consideration along with is the Human Resources. The real human recourse factor identifies the hiring of employees in the international market segments, and the obstacles and risks that come with doing this.
Wooden Bakery will always consider the foreign country laws, rules and regulations, that will be far different from our country of origins and which may seem difficult to control with.
One of the dissimilarities is the employee's contracts in other foreign countries, which determine the parameters associated with an employee's job benefits, including vacation time, working hours, salaries, compensation, severance pay, etc.
The differences explained before will mandate that the full total packages offered in another country are tangibly greater than those offered within the Lebanese region.
Thus, the life of all above variances means that any organization looking to extend internationally should do unlimited researches in regards to the foreign marketplaces, since it could affect its operation.
Implementing a worldwide business strategy requires getting the right people in the right places; it needs specialized authority skills-managing the work of people with differing backgrounds and traditions.
Recently the role of HR shifted from being truly a normal cost middle and support service into learning to be a strategic spouse.
Most organizations simply understand that their people are their competitive advantage, and view human resources as an investment, not an expense. Companies invest in their employees, because the future of the company is one of the people who are continually involved in educating themselves and expanding their skills and knowledge.
As companies expand internationally, it is so vital for global regular employees training. It is human resources issue to train employees to have the ability to meet the business mission as well as certain requirements needed and the new region customs.
Unfortunately, nearly all companies have the passion and commitment, to purchase their employees and offer them the required training for international visibility, however the budget necessary to achieve these goals might not.
However, Wooden Bakery focuses on training and has enlarged its training team with highly experienced people who provide all the employees with necessary trainings and skill development opportunities to be sure that organizational goals are achieved. Top Get better at Bakers, Pastry Chefs, and highly experienced Professionals and Quality Controllers are being delivered to Wooden Bakery - KSA to provide necessary training that ensures standardization and product regularity are being implemented.
Companies which have a definite training and development strategy will be aware growth in the next areas,
Reduced turnover: well trained employees are more likely to stay with your organization and it decreases the bills of using and training costs.
Better output: well trained employees tend to be productive.
Workforce: employees will have a deeper knowledge of firm goals and quest, and will know their role in getting those goals.
One of the extremely important skills for local companies to increase global is the international HR management. Just as much as it's important for multinational and international companies, it is vital for HR division in home companies that recruit people from abroad.
Nowadays there are many challenges that international recruiting department must consider, starting to refer to the cultural influences, the local rules and regulations and finally working conditions and salary deals.
HR insurance policies and control development should develop since almost every business in all sectors risk a major share of their expansion strategies on global growth. There are many activities and skills which may have become essential to success. These activities include bringing in and keeping skilled employees, increasing production, improving the workforce in the market, organizing the business by positioning the competent and credible command in the right positions and moulding the values and distinctions between workers.
Ethnical personal preferences and anticipations can weaken a company's individuals source strategy in globalization and can affect its effectiveness due to the impact of the current economic climate.
In order to apply global business strategy, a firm must hold the right people in the right places. It necessitates special certification skills and the capability to manage people with different backgrounds and customs. Globalization entails a corporation to run with different sorts of people and need them to operate as a global company rather than just one company that contain different locations across the world.
A global Environment requires acquiring talented people and managerial skills which is a very complex thing to do. Consider Wooden Bakery, a Lebanese-based company operating in KSA. The needed personnel to operate in that business covering and professional bread manufacturer and retail stores would require to recruit nationals from the mother or father country in this case Saudis, host-country nationals such as Indian and Filipinos and third-country nationals who might result from everywhere such as Lebanese, Syrians and Egyptians. In this case, standardizing grade level and terms of occupation is very difficult; for occasion, expatriates may need to be provided more benefits than nationals to appeal to them and retain them which would cause some problems among staff.
In lots of countries, labour, even the skilled personnel can be found in big volumes and can be available at low cost; but performance management would be an issue in such a case. This might cause devaluations for a few remarked performances leading those to dismissal instead of motivating them to remain and perform better.
It is only normal a manager encounters barriers while hiring in the global environment but when they are added up, those very barriers become obstacles. This is difficult that is repeated over and over through the entire employee's lifecycle; therefore the management issues increase radically and the business eventually can are unsuccessful in carrying out its complete global strategy.
Wooden Bakery made a decision to broaden through Franchise and/or Relationship/Joint Enterprise models that not only provides more reliable service about the world but can also be quickly adapted to meet the local market requirements. The Wooden Bakery strategy was devoted to the key strategy that customer satisfaction across the world is the primary goal.
Indeed, The Company opened up the first Get better at Franchise Procedure in Saudi Arabia in July 2009 and currently negotiating the sale of the Grasp Franchise or Partnership with lots of companies in the GCC countries.
Its successful create can be measured by how our products and services so it provides meet however surpass the Saudi customers' satisfaction.
In only seven months, Wooden Bakery had opened up a 10, 000 sq. m. breads manufacturing plant in Riyadh, KSA and One STANDALONE Store of 1 1, 000 sq. m in proportions pass on over 2 levels that house a main showroom with an eating area and a restaurant.
From the Franchisor middle located at Headquarters in Lebanon, HR services is now able to be provided faster plus more consistently to the company's employees, wherever they are really. An understanding source helps standardize functions and materials, and helps process ventures constantly and in conformity with local regulations.
Wooden Bakery recruiters know what an employee is looking for, and make a career out of tailoring resumes to job information; they can identify which applicants are likely to truly possess the abilities Wooden Bakery requires for its business. Step one reduces the pool of individuals without taking the time of the HR staff.
Wooden Bakery HR team can be an expert at job descriptions and acquiring performance expectations. There is also a much greater perspective how and where to advertise for job prospects, like they have when recruiting for the KSA franchised procedure. Advertisements were placed in competent recruitment agencies in several countries such as Syria, Philippines, India, KSA and Lebanon as the positions require. The procedure of identifying and then selecting employees becomes a easier task. In addition, the quantity of time, money and energy expended in the search for a quality job applicant becomes a definable resource expense that allows for greater stableness in underneath line.
For Wooden Bakery building a high-performing procedure in KSA or in any other country is dependent first on finding and employing the right people, then promoting, expanding, and rewarding those people to deliver powerful hence the success of the Franchise in the set in place territory. This is what the RECRUITING department was focusing on.
The operation at Wooden Bakery is very complicated and diverse; because of this, the HR department's priority is to preserve its employees. Among the top reasons people remaining a firm were higher wages and better profession development opportunities; hence the HR team included in its retention strategies detailed training and development opportunities as well as job planning both local and international centers.
The Wooden Bakery procedure requires hiring differing people with different skills from different countries; which means social, political, and economic distinctions afflicted the HR department's capacity to implement constant HR tactics in KSA. That they had to consider factors such as federal government regulations, local job laws, cultural variances, and employee anticipations. Methods that work in Lebanon may not be acceptable in another country such as Syria, Philippines, India, KSA and more for any amount of reasons. For instance, a selection practice which includes asking personal questions about time and marital status might be perfectly acceptable in one country but against the law in another. .
The Wooden Bakery Company's HR office has used many effective activities to ensure that the HR tactics are more regular across all locations generally and in KSA particularly:
Developed a long-term HR intend to ensure position of HR objectives with corporate goals.
Standardized examination, development, and reimbursement practices.
Introduced methods to KSA Franchised Procedure and allowed the HR function in KSA the autonomy to do its job.
Created global insurance policies and strategies for data management, performance management, settlement, education, and development.
Tied regional accountability to performance management.
Decentralized HR to become more responsive to local needs.
Built a solid team willing to teach and develop managers to interpret corporate coverage in their own environment.
Introduced common programs (e. g. , online analysis, 360-degree assessments).
Improved marketing communications and rolled out standard programs that are custom-made by country.
Culture has been identified as a significant determinant of moral attitudes of business professionals.
Culture influences on every stage of the HR routine, from selection and recruitment, to feedback, analysis, coaching, and leave interviews
Having the right people with the right skills doing the right jobs shouldn't be a major accident, an afterthought or the last thing on the to-do list. It needs likely to ensure that the people working in the museum are doing and can handle doing those duties that need to be done.
Wooden Bakery Company has worked on a model of Culture Fit of the Saudi Arabia socio-cultural influence on the work of the human resource management routines.
Have job information for everyone positions
Have a process for recruiting and interviewing staff
Conduct performance appraisals to support training and development and individual resource planning
Take action to support teamwork
Comply with labor legislation
Have an activity to review and determine settlement and benefits policies
One of the major international HR issues that Wooden Bakery encountered is the differing rules and regulations that countries have in regards to to workforce safe practices and labor. In some countries, safety criteria will vary than in Lebanon, and employees may require certain equipment and training that is different from what the business has in place.
Another main issue that Wooden Bakery international HR office faced is the dialect barrier between your local labor force and overseas employees. Often times, the fault that companies make is to simply translate materials written in the English dialect into Arabic for the KSA.
In addition to language obstacles, the Wooden Bakery international HR team considered social differences and how to handle them. Using countries, such as those in KSA, it is still prohibited to assign certain positions to non-Saudis. It was important to discuss openly with employees the fact that in KSA, chatting about the Islamic religious beliefs will lead to banning form the country forever.
The HR office had to modify the job information, the employment arrangement, the stores' opening hours and operation based on the country's regulations. Some positions require the recruitment of women; but since in KSA women are not permitted to work, therefore the HR department were required to find men to complete these positions. The culture has a solid influence on employees' adaptation.
The mosaic of social diversity presents a major problem; Wooden Bakery was able to conform all its paperwork, but, in the same time, to keep carefully the take note of originality, so the global image of brand to get consistency.