Avon Case
Case Study 2 – Avon in Global Markets in 2009: Managing and Developing a Global Workforce
1. Referring to this chapter and Chapter 9, evaluate Avon’s Strategic International Human Resources practices in global markets regarding development of a global management cadre, HCNs, and building company associates and independent representatives in host countries.
Avon Strategic International Human Resources practices in global markets:
In this day and age the world is no longer bound by distance; the gap between countries and cultures are shrinking. Most business try attempt to take advantage of this and expand beyond the borders of their homeland. The idea of world market share is lucrative to most businesses not to mention profitable. Such With the great expansion and lucrative prospects, there is a strong expansion creates need for international human resource management. Human resource management is the whole process of recruitment and selection of the employees, it has been perceived by many observers as a key ingredient and accounts for the success of companies on world markets.
Sales force:
“In international business, consumer companies cannot operate efficiently without having best and most well- trained sales force” (Deresky, 2010, p. 378). Hence by acquiring a local employees with proper skills and adequate company’s knowledge benefits the company in an aspect of better understanding of the surrounding environment and communication advantage of common language and for this reason, Avon has hired million local door to door representatives to advance their work force and to improve their international market.
Recruitment and selection:
“In addition, valuingValuing workforce diversity and providing equal opportunity is important to the company” (Deresky, 2010, p. 379). Qualities such as culture empathy, that isthe appreciation and respect of beliefs, values and behavior, interpersonal skills, such as communication and the capacity to
1. Referring to this chapter and Chapter 9, evaluate Avon’s Strategic International Human Resources practices in global markets regarding development of a global management cadre, HCNs, and building company associates and independent representatives in host countries.
Avon Strategic International Human Resources practices in global markets:
In this day and age the world is no longer bound by distance; the gap between countries and cultures are shrinking. Most business try attempt to take advantage of this and expand beyond the borders of their homeland. The idea of world market share is lucrative to most businesses not to mention profitable. Such With the great expansion and lucrative prospects, there is a strong expansion creates need for international human resource management. Human resource management is the whole process of recruitment and selection of the employees, it has been perceived by many observers as a key ingredient and accounts for the success of companies on world markets.
Sales force:
“In international business, consumer companies cannot operate efficiently without having best and most well- trained sales force” (Deresky, 2010, p. 378). Hence by acquiring a local employees with proper skills and adequate company’s knowledge benefits the company in an aspect of better understanding of the surrounding environment and communication advantage of common language and for this reason, Avon has hired million local door to door representatives to advance their work force and to improve their international market.
Recruitment and selection:
“In addition, valuingValuing workforce diversity and providing equal opportunity is important to the company” (Deresky, 2010, p. 379). Qualities such as culture empathy, that isthe appreciation and respect of beliefs, values and behavior, interpersonal skills, such as communication and the capacity to
References: Brand Identity. (2014). Retrieved from Investopedia: http://www.investopedia.com/terms/b/brand-identity.asp Deresky, H. (2010). International Management: Managing Across Borders and Cultures, Text and Cases (7th ed.). Prentice Hall. Karlgaard, R. (2004, November 19). Peter Drucker On Leadership. Retrieved from Forbes: http://www.forbes.com/2004/11/19/cz_rk_1119drucker.html