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Individual Reflective Statement

With few years of experience in Resourcing and Talent Management, I have keen interest in Resourcing and Talent Management. I feel Resourcing and Talent Management has a strategic importance to any organisation. From my past experience in GE and Dell, Recruitment and Talent Management specialists have a say in the yearly business strategic meet. Personally, I wish to see myself as a Recruitment Director in few years from now.

Upon checking my course work about Offshoring, I was thinking of cost reduction, profit maximization, legislations, employee jobs in home country and product quality.In my past experience in Dell, I had witnessed 16 call centre Business segments and 2 data process segment outsourced from America to India and also 2 Enterprise Business processes moved back to America due to customer expectations and competitor –Acer advertising of “Buy in USA and Customer service in USA”. Dell had tough times in the initial outsourcing years, however the call center offshoring strategy was huge success by the year 2008. The Indian offshore centres were able to exceed the Business objectives and the customer voice survey had positive comments of speaking to Indian and Filipino speakers

The Group Work Plan:Our first meeting, had the agenda of each one sharing their views on how to do handle the assessment and provide the answers for all the questions. We had number of points for each question, however with no academic underpinning. We were excited by the end of first meeting as we had agreement on task completion timelines, research pattern and allocated questions.

The second meeting’s agenda was to share and discuss the allocated questions with the academic underpinning. From this meeting we identified the main points to be covered. In this meeting, we debated on contents the HR director should deliver to the board for half hour. We decided to keep the language simple to ensure Board directors from different back grounds understand. We also checked the assessment criteria and decided to include have few slides about introducing the offshore concept to the Board members.on the provide introduction on

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Individual Reflective Statement

offshoring.-is it the detail Technical jargon of HR or the broad strategy of HR in simple language which can be understood. We decided to present the Hr strategy in simple language. However, we were confused on the content to be presented in the scripted notes. However, we decided to keep our slides to the minimum as it is a HR director presenting.

Upon advice from Tutors on the scripted notes, we decided to write the scripted notes in verbal form emphasising on what the Hr director would speak in the meeting. We also decided to explain the technical HR jargon(terminology) in a simple way, as it can be easily understood by the Board members.

The third meeting’s agenda was to finalise the presentation, the scripted notes for each slide was a detailed one, each team member presented their slide with the detailed script and ensured content has academic underpinning

However I faced few challenges while doing the research wok for the assessment.

Challenges and Learnings:

I have decided to contribute to the Expatriation Action Plan and key issues in Anshan once manufacturing starts. As the points identified by me have no academic underpinning I researched the articles, Journals database and text books on Offshoring and International Human Resource Management. However, I have realised the concepts of offshoring and International Human resources management are different from my thought process. The learning I had from this experience is to research first and identify the points.

I started my research on Expatriate action plan, have read many journals and articles with different theories, however I was unable to understand the concepts mentioned totally. Then, I decided to read text books to understand the basic concepts and satisfied with knowledge gained. I decided to read the text books to gain basic understanding from next time

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Individual Reflective Statement

as the basic concepts explained helped to relate to my experience in previous organizations.

As I continued my research on Expatriate action plan, I have come across various theories on expatriate strategic planning, selection, cultural training models, International compensation, performance management approaches and repatriation approaches. However the real challenge for me was to understand all these theories and apply the best one to the assessment. Applying the concepts to assessment

The next challenge was to how much extent I should provide the academic underpinning. I have come across this challenge while presenting the as I decided to present the expatriate action plan with timelines to the board. I have an idea how Action plans are designed however I was not able to find any academic underpinning for Expatriate action plan. Finally, I overcame this challenge as the course work guide lines indicated as much as reference possible. The learning I had was to understand the assessment requirements in detail.

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