9842_From policy to practice – What is the role of strategic Human Resource Management in the Intern

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Dissertation submitted in part as fulfilment of the
requirements for the degree of:

Masters of Business Administration in Human Resource
Management

At Dublin Business School

Edward Fitzsimons

MBA in Human Resource Management

2015

ii

The following Declaration must be included –

Declaration: I, _Edward Fitzsimons_, declare that this research is my original
work and that it has never been presented to any institution or university for the
award of Degree or Diploma. In addition, I have referenced correctly all
literature and sources used in this work and this work is fully compliant with the
Dublin Business School’s academic honesty policy.

Signed: __Edward Fitzsimons__
Date: __21/08/2015__

iii

Acknowledgements

Firstly I would like to thank my supervisor Mr. David Wallace for his guidance through the
dissertation process and contribution to this study. With that I would also like to thank him
for his efforts throughout the year within the taught section of the MBA course.

I would also like to collectively thank all the members of Dublin Business School for their
support throughout the past year. In particular I would like to acknowledge Eddie McConnon,
Michael Kealy, Brid Doran and Claire Devlin for their assistance in the past.

It would not have been possible to undertake this research without the assistance of the
information provided by the Irish dairy companies. I would like to acknowledge the
interviewees Fergal Roche, Patrick Murphy and Catherine Smith for their contribution. It was
a pleasure to work with you all.

To Johnny, Shane and Pat , thank you so much for your patience, encouragement and for
always believing in me. Also, thank you for the proof-reading.

Finally, to my parents Ann and E.J. and to my brother Jason and sister Gemma. Thank you
for your continual support and interest in my work without ever doubting I could succeed. It’s
been a tough challenge and I could not have done it without you all, I will be forever grateful.

iv

Abstract

In the European Union under the Common Agricultural Policy (CAP) milk production was
restricted by milk quotas since 1984. However, due to recent changes in the Common
Agricultural Policy )CAP), milk quotas were abolished in March 2015. Therefore the
European dairy sector now faces the opportunity, for the first time in a generation, to expand.
Several studies have been carried out which predict that milk production in Ireland will
significantly increase post quotas (Laepple and Hennessy (2010), Donnellan and Hennessy
(2007) and Lips and Reidner (2005)).

The research in this thesis explored the challenges faced by human resource divisions during
the growth of the industry to a global level. In this study a human resource model was
developed for the Irish dairy industry outlining what would be the best practice approach for
human resource divisions to enact human resource policies relative to their stage of
internationalisation. This is particularly relevant as the demands facing human resources
within the dairy industry continues to grow due to continuous expansion until 2020.
Comparatives have been drawn between three prominent Irish dairy organisations and a best
practice approach has been concluded.

It is hoped that the results of this thesis will help improve the decision making process around
the changes that are currently occurring in the human resources departments of the Irish dairy
sector. There has been little research conducted around the relevance of human resources
within the Irish dairy sector which makes this body of study particularly relevant to the
operations of an industry that is undergoing significant change.

v

Table of Contents

1. Introduction

1
2. Literature Review
3

2.1 Literature Introduction…………………………………………………………………………………3

2.2 The Irish Dairy Industry……………………………………………………………………………….3

2.3 Talent Selection…………………………………………………………………………………………..5

2.3.1 International Staffing Options………………………………………………………….9

2.4 Talent Retention………………………………………………………………………………………..11

2.4.1 Corporate Culture…………………………………………………………………………13

2.4.2 Performance and Reward Syetems………………………………………………….14

2.5 Organisational Human Resources………………………………………………………………..16
3. Methodology

20

3.1 Methodology Introduction…………………………………………………………………………..20

3.2 Research Design………………………………………………………………………………………..21

3.2.1 Research Philosophy…………………………………………………………………….22

3.2.2 Research Approach……………………………………………………………………….22

3.2.3 Research Design…………………………………………………………………………..23

3.2.4 Sampling – Selecting Respondents………………………………………………….24

3.3 Data Collection Instruments………………………………………………………………………. 24

3.4 Data Analysis Procedures……………………………………………………………………………25

3.5 Research Ethics…………………………………………………………………………………………27

3.6 Linitations of Methodology…………………………………………………………………………28
4. Data Analysis/Findings
29

4.1 Glanbia…………………………………………………………………………………………………….29

4.2 Ornua……………………………………………………………………………………………………….33

4.3 Lakeland Dairies……………………………………………………………………………………….37
5. Discussion…………………………………………………………………………………………………………….40
6. Conclusion…………………………………………………………………………………………………………….46
7. Personal Reflection………………………………………………………………………………………………..47
8. Bibliography………………………………………………………………………………………………………….50

1

1. Introduction

Ireland plays a key role in contributing to the global supply of Dairy produce and increasing
international demand, as well the abolition of milk quotas in the European Union in March
2015, present opportunities for the Irish milk Industry (Devitt, 2661). In 2009 Ireland
exported approximately 5.2 million tonnes of milk and in 2011 Irish Dairy exports created a
total revenue of €2.4 billion (Devitt, 2662). With the growing market for milk produce
internationally it is clear that expansion of Irish Dairy companies will follow and further
diversification will ensue.

This brings about many challenges for the Irish Dairy companies. The heightened
organisational complexity must be met by sufficient Human Resource Management policies
and practices and should be used to an effect that promotes a high performance system.
According to Story this has been a problematic area for internationalizing companies for
many years with significant problems in the areas of selection, retention, and organisational
development within the Human Resources department and in turn this subsequently affects
organisational performance (Story, 132). It is clear that other industries have found an answer
in the standardization of Human Resource practices within partnerships and subsidiaries
around the world (Yamaghuchi, 80) However one must question whether this same approach
can function across any industry or indeed culture. No study has taken place in the best that
depicts the correlation between the Irish Dairy Industry and the human resource practices
needed to maintain organisational congruency.

This bears justification for the necessity of an investigation into the Human Resource policies
of the Irish Dairy companies who are currently in the process of extensive expansion and
diversification. This research will lend to further enhancing the practicality of Human
resource management theory and will contextualise the academia with an industry that is
currently undergoing the process of internationalisation. It is therefore imperative that this
paper reflects on an expansive base of previous theories and evaluation of literature in order
to enact a justified investigation of the practices employed by the Irish Dairy companies.
Once this has been completed a comparative evaluation may be carried out which will assess;

2

Research Question:

How Strategic Human Resource policies are used by the Irish dairy

companies to achieve their organisational goals internationally?

Sub Questions:

 How does the Human Resource department effect the overall organisational strategy
of the Irish Dairy companies?

 What are the differentiating HR techniques used by competing companies within the
Irish Dairy industry ?

 How successful have these companies been establishing and enacted their policies at
the ground level in host countries?

 Are the Strategic Human Resource policies within the Irish dairy industry congruent
to the theoretical best practice outlines by academia?

3

2. Literature Review

2.1 Literature Introduction
This section will use currently published literature to form the academic foundation for the
basis of this study. To create this basis there must be several areas of distinction in order to
conduct an unbiased study of the Industry as a whole. For the purposes of this study the areas
of investigation will be as follows; the position of the Irish Dairy industry before the abolition
of European Dairy quotas, International staffing solutions, and Organisational Human
Resources. Once this data is compiled it is possible to realise what is considered good
practice within these categories after which an investigation of these practices many be
conducted relating to the Irish dairy industry whilst maintaining academic propriety.

2.2 The Irish Dairy Industry
The Internationalization of the Irish dairy is not a new process. This process began in 1973
when Ireland among others joined the European Union (McDonald, 4059). The unification of
these nations allowed for the Euro zone free market to flourish and exported produce began
to rise under the Common Agricultural Policy (CAP) (McDonald, 4059). This premise was
particularly useful for the exportation and consequential growth of dairy produce in Ireland.
A trend of extensively larger dairy produce being exported annually arose and continued until
1984. 1984 seen the implementation of a piece of European regulatory legislation to the CAP
system known as milk quotas. These quotas were introduced to control milk supplies,
stabilize milk prices providing stable and relatively high milk prices for processors
(McDonald, 4060). These quotes stagnated the potential of the Irish dairy industry since then
leading to an industry that been heavily reliant on European marketplaces and product
specific placement of selected produce. However in 2008 the European Dairy Association
committed to reducing the dairy quotas by 2% in 2008 and 1% per annum incrementally from
2009 until 2013 (McDonald, 4061). This incremental alleviation has continued until March
2015 when the milk quotas had been abolished and global market potential has returned to
the European Dairy industry.

The next point of study must be to understand the readiness of the Irish dairy industry and to
establish where the potential future of the industry may lie. To understand this it is imperative
to establish where the European dairy industry is situated in the global context. According to
the European Dairy Association’s president Micheal Nalet it is hard to find a European sector
4

with more promising prospects in the future than dairy (Christiansen, 21). Developing on
these aspirations is the opinion of EU commissioner Hogan stating “Europe is ready for
major expansion into the global market based on its huge potential for milk and dairy
production” (Christiansen, 21). Contextually epitomising this argument is Irish MEP Jim
Nicholson who believes that we should not wait for New Zealand and the United States to tell
us what the price of milk is going to be: “Lets become global leaders, not global followers”
(Christiansen, 21). This effort is clearly depicted in the Irish agricultural industry in many
ways. Ireland has a natural and large portion of environment that is idyllic for milk
production purposes. This is proven through the fact that 90% of grassland in Ireland is
dedicated to agricultural purposes (Donnellan, 129). Although more profitable than the beef
industry only 20% of this land is dedicated to dairy farming (Donnellan, 129). In 2010 this
20% was occupied by 1.1 million dairy cows across 27,414 independent dairy farms (Devitt,
2661). That amounts to 39.9 cows per farm which is comparatively minute to
environmentally similar New Zealand which boasts over 400 cows per farm (White, 2015).
These ratios only further add value to the industry where 80% of production was exported in
2011 which was valued at €2.4 billion. As such, the dairy industry has been and will be a
dynamo that has helped lift Ireland out of a very dire recession (Christianson, 22). This of
course allows potential for substantial growth in the dairy farming industry within the country
if heightened raw materials become needed for exportation and in the new market that has
opened to the industry this is likely to be the case. Furthermore this study will outline how
this expansion can be effectively handled within the discipline of human resources.

To meet this demand the Irish government issued the Food Harvest 2020 report in 2010
(Donnellan, 130). Under this incentive Irish internal milk production is to increase by 50%
before 2020. Although fresh Irish dairy products are seasonal and have a short life
expectancy other products have been resourced through processing the raw milk. Currently
the Irish dairy industry already plays a strong role in the global supply of baby formula
amounting to 15% of the global supply (Devitt, 2661). A new product that has been brought
to the market is called Whole Milk Powder (WMP) and it is becoming increasingly popular
in emerging markets such as China, India and southern Africa (Donnellan, 131). With the
Chinese dairy demand expected to rise by 43% by 2019 it is clear high value will be placed
upon Whole Milk Powders’ production (Christianson, 22). This product allows for the
creation of dairy based protein supplements that has a functional role in the healthcare, sports
and charity based industries. It is the intention of the Food Harvest report that by 2020 the
5

reliance on butter based products will be significantly lessened with focus placed upon the
production of cheese and Whole Milk Powder. It estimates that 37% of manufacturing milk
would be used in cheese production providing 300,000 tonnes of cheese for exportation, and
a further 10% dedicated to Whole Milk Powder providing 100,000 tonnes for exportation –
60,000 tonnes more than in the year 2014 (Donnellan, 131).

Although the abolition of the milk quotas have been expected for some time the Irish Dairy
companies that operate independently within the industry will have many challenges to face
regarding their human resource practices and organizational structure. Therefore the rest of
this chapter will endeavour to investigate the best human resource practices that will be
needed for successful integration into the global market and their organizational culture.

2.2 Talent Selection
Talent selection has been widely discussed by academics and has allowed for progression,
practically, in the market. The initial conception of diversified talent selection was born of
two varying approaches. This has been become known as the Best fit Best practice model and
forms the basis of strategic human resource management (Boxall, 186). Samnani writes that a
company must decide at an early point in its inception as to whether it will embrace a best fit
or best practice approach to talent selection (Samnani, 35). Each practice requires a different
human resourcing structure, budget, commitment and diversification strategy (Samnani, 39).
Therefore ensuring the correct overlaying strategy matches the companies objectives requires
detailed knowledge of the industry and the intricacies involved in each position. The Irish
dairy industry must comprehend these theories and enact them through the diversification
process in order to globalise effectively. These theories are denoted under Strategic Human
Resource Management (SHRM). These strategies are drawn from one of the four dominant
theoretical perspective; Universalist, configurational, contingency or contextual (Marter, 6).
Understanding what perspective each strategy follows is imperative for creating congruency
within the various aspects of enacting human resource strategies in various facilities at an
international level. According to Delery and Doty, Universalistic arguments are the simplest
form of theoretical statement in the SHRM literature because they imply that the relationship
between a given independent variable and a dependant variable is universal across the
population of an organisation. Developing Universalistic predictions requires two steps. First,
important strategic human resource practices must be identified. Second, arguments that
6

relate the individual practices to organisational performance must be presented (Marler, 7).
Under this pretence an organisations practices must be congruent from headquarters
throughout every facet unto client level facilities. Configuration requires a much more
comprehensive human resource mechanism. This perspective could also be described as a
horizontal fit, internal fit or complimentary fit. This focuses on alignment among multiple
human resource practice. This perspective suggests that a configuration of a set of internally
aligned human resource practices will have a much greater ability to explain variation in
organisational performance than single human resource practices taken in isolation (Marler,
7). The contingency theory is based in the ideals of personnel management. Choosing human
resource practices and their relationship between organisational performance is dependent on
external environmental forces. In essence these practices are in place to allow the
organisation to deploy and successfully adapt to a changing external environment (Marler, 7).
The fourth form in SHRM is the contextualist perspective. This is unlike the other three
perspectives as it encompasses the particularities of geographic and industrial contexts,
macroeconomic and social factors, varieties of political agendas, institutional environments
and resistance to change depending on the situation (Marler, 8).. Using these perspectives as
a focal point for research theorists have been able to create various systems and models to
portray and improve the role human resources plays at an organisational level.

The first system that is widely used in organisations today is the High Performance Work
System (HPWS). This system is inherently based on the configurational perspective. It
assumes that there is a system of work practices that are characterised by a cluster of human
resource practices that have synergistic effects that lead to superior organisational
performance (Marler, 8). However aspects of the HPWS also falls under the jurisdiction of
the universalistic perspective. This is because to the potential that an organisation assumes
instigating a HPWS will increase organisational performance across all facets of the
organisation. This is evident by certain human resource policies that each organisation must
restructure due to environmental demands such as; local legal structures, code of conducts,
specialised work forces in strategic global facilities and cultural differences from one region
to another. Therefore it is critical for theorists to examine the effect of SHRM in the context
of a global environment. It is also imperative that we understand how these strategies will
affect the practices of the Irish dairy companies whilst opening up to the global market.

7

The theoretical examination was undertaken by Taylor, Beechler and Napier in 1996. They
created a model which indicated how several external factors that vary across national
boundaries affect which strategic human resource policy should be adopted. They found that
two major theoretical perspectives explain why convergence and universalistic strategies can
cause unwanted friction within the organisation. The first is largely based on a neoclassical
economic perspective in which productivity is maximised through the selection of best
human resource practices. The second is based on variations of a new institutionalism
perspective in which social forces in the form of normative pressure, coercion and imitation
personifies international practices (Marler, 9). This leads SHRM to fully encompass several
factors whilst instigating international practices. Organisations must comply with local labour
laws, political climates, religions, values and attitudes, stages of economic and technological
advancement and specific labour demographics across varying national boundaries. Only
once these factors are adhered to will a company truly to able to encompass a functioning
HPWS within their human resource policies at an internal level. As the perspectives for
successful human resource integration has been established this study will investigate how an
organisation should create an understanding on how they intend to deploy their policies
effectively.

Building on these perspectives it has been proposed that organisations need to have a
comprehensive knowledge of the global environment before enacting any policies
internationally, this is known as Global Mindset. Levy (2007) defined global mindset as the
ability to be open and articulate various cultural and strategic realities at both the local and
global levels, while encompassing the following multiple perspectives; age, education, job
tenure, international management, training, nationality and willingness to work abroad (Story,
132). Therefore it is imperative that an organisation needs to ensure these factors are
incorporated into both their policies and employees that are based internationally. This
theory is broken down further by Perlmutter (1969) as he explains with a macro level
approach as a geocentric orientation that multinational organisations have while doing
business (Story, 133). At a micro level Rhinesmith (1992) describes global mindset as an
identity leaders have of viewing the world as a whole that would allow them to value
differences, manage complexities and scan the global environment for business trends (Story,
133). To succeed internationally both a macro and micro level approach must be taken within
an organisation. At a macro level the organisation must have the foresight to engage in
environments that offer potential business ventures. Whilst at a micro level the organisation
8

needs to acquire the skills and aptitude necessary for those ventures to succeed. To do this at
an international level requires a significant level of cultural intelligence. This is the ability to
understand what is needed to succeed immediately under high pressure situations. This can be
explained in three different ways; cognitive, motivational and metacognitive (Story, 134).
Cognitive refers to the actual ability to portray this intelligence directly at any given time.
Motivational refers to the willingness of the organisation or employee to use this ability.
Therefore the metacognitive aspect refers to the ability to use this intelligence in a culturally
diverse environment with a high level of conscientiousness. The final orientation needed to
succeed with this discourse is a Global Business Orientation. This is an individual level
construct that is related to a managers attitude and ability to adjust to different environments
(Story, 135). If an organisation can employ these constructs within the international plan they
will be able to attain a global mindset which will enable the organisation to create policies
that can allow success at an international level.

Once the organisation has adopted these facets into their planning procedures it is then
possible to create a SHRM that incorporates HPWS. In doing so the organisation can begin
creating policies and practices regarding specific issues relevant to the organisational needs
of the company. It is now imperative to understand what these needs are. Due to this human
resource practices become relevant at an operational level therefore understanding which
practice will be most advantages to the industries needs. These issues will allow informed
decisions in their international organisational and staffing methods.
(Story, 137).
9

International Staffing Options
Once an organisation has outlined their human resource perspectives it is then necessary to
create policies to carry out their aspirations. One of the integral necessities of an organisation
is effective staffing. This will be an integral process for the Irish dairy companies as the
internationalisation process will require an extensive expansion of employees. In order to
establish a working selection process the companies will need to decide what staffing option
suits their interests best. This can vary depending on their organisational goals or specific
operations that need to be completed in order to progress performance. There are four
classifications for this according to Bartlett and Ghohal’s; International, Multidomestic,
Global and Transnational (1989). By definition these terms refer to orientation of the
company rather than the potential candidate, and the staffing occurs after incrementally at the
point of necessity. However other theories fall under these categories in other contexts. This
can be explained through the theory that centres around four classifications; Ethnocentric,
Polycentric, Regiocentric and Geocentric (EPRG). These terms are centred around the region
of where an employee derives from and whether an organisation decides to hire from said
region. Therefore Ethnocentric companies have a staffing policy that recruits candidates from
the nation the company originates from. These candidates are known as Parent Country
Nationals (PCN). Polycentric staffing policies recruit candidates from the locality in which
the organisation is operating along with PCNs. These employees are known as Host Country
Nationals (HCN). Similarly Regiocentric staffing employs both PCNs and HCNs however
PCN employment is to a much higher degree with HCNs typically occupying a managerial
role. Geocentric staffing endorses hiring the best candidates from a global context. These
employees are known as Third Country Nationals (TCN) and are usually particularly skilled
and necessary for the organisation. According to Isidor organisations move from one staffing
method to another incrementally from ethnocentric to geocentric depending on the level of
internationalization the organisation has attained (Isidor, 2169). This process is known as
Process Theories Internationalisation (PTI). This process allows the organisation to learn over
time. This gives time for policies to change depending on the macro and micro environmental
factors that affect the internationalisation process.

However this process is not always adhered to. According to Oviatt this process can be
bypassed due to an International New Venture Theory (INVT) (Isidor, 2176). This theory
allows for a ‘leap froging’ the conventional methods of progression according to the EPRG
model due to sizeable networks on foreign markets, high prior experience internationally at
10

management level and a strong knowledge intensity of products. The INVT system could
allow industries to bypass the traditional EPRG model on an international stage and begin
recruiting talent at a geocentric level if the required skills and knowledge have been attained
already. This can only be attained if the organisation has accumulated extensive prior
knowledge of foreign markets and achieved relative success in the past. It is also imperative
to note that according to Paik, global integration and local responsiveness are two strategic
imperatives that companies need to deal with in order to maximize performance at an
international level (Paik, 3003). Therefore selecting talent from the local area is of critical
importance to the success of international diversification. Paik breaks this theory into two
organisational factors that when both are successful it creates a ‘Transnational’ success;
Global and Multi-domestic (Paik, 3004). Global success can be achieved by recruiting HCNs
provides cost reducing factors that can be further aided by organisational standardisation and
integration into the company. Multi-domestic success can be subsequently achieved by
providing a differentiation of goods and services through the adaption of local markets and
knowledge gained. This knowledge is imperative for the growth of the organisation and the
Transnational relationship between PCNs and HCNs.

This is expanded further by Collings as he expressed the role of PCNs, HCN, and TCNs in
filling key positions in headquarters and subsidiary operations as the critical issue facing
international companies (Collings, 2009, 1255). Collings purposes that integration of HCNs
and TCNs into headquarter roles is imperative for the success of the organisation at an
international level. Therefore the use of Expatriates and Inpatriates should be practiced.
According to Collings these employees have three roles; the bear, the bumble-bee and the
spider. The bear is focused on the replication of corporate practices and centralisation of
decision making within the organisation. The Bumble-bee bounces from plant to plant in
order to socially integrate the HCNs across the organisation. The spider controls the
organisation by weaving networks of informal communication from region to region ensuring
knowledge is passed smoothly from one entity to another (Collings, 1259). Collings also
notes the importance of comparing the traditional Research Based View model (RBV) to
these neo-institutional theories that have been mentioned here (Collings, 2010, 581).
Comparably the complexity of systems needed at an international level could not be sustained
with the RBV method and is therefore not needed as an international practice within this
study.
11

2.3 Talent Retention
Once a company has competed the selection process, retaining employees becomes a priority
for the Human Resources team. To do this employees require a feeling of security and
openness. Generally international staffing occurs for three major reasons; 1) The filling of
positions in foreign units due to the lack of skilled personnel, 2) The use of global
assignments for management developmental purposes, and 3) the establishment of control
and co-ordination of geographically dispersed entities (Reiche, 524). As we have previously
discussed knowledge transfer is a key motive for transferring personnel abroad. This is
especially relevant from headquarters to subsidiary and even local unit level. It is therefore
critical to understand the employees that you have selected and modify your human resource
policies around this. It is important to align the organisation with the culture of where it is
operating. According to Novicevic and Harvey (2001) a pluralistic approach and a consensus
driven orientation toward international staffing is imperative to create this culture. In doing
this the organisation is not fully supporting one of the ‘centric’ approaches but it incorporates
a range of ideals. These practices are consequently affected by moderating factors of the
organisation and mediating effects of the employees position. These factors directly affect the
retention potential of the organisation and can be seen in the following diagram;

Figure 2: The effect of international staffing practices on subsidiary staff retention
(Reiche, 526).
12

As can be seen the pluralistic approach is dependent on many moderating factors that are
relevant to the subsidiary in question. Factors such as the subsidiary role, internationalization
stage and assignment location favour the employment of PCNs whilst staff availability and
availability of positions may favour a HCN staffing practice. When these stages mature the
approaches change incrementally to reflect this. At a managerial level the global mindset and
global business orientation plays a relevant role. The consensus driven approach to
international staffing, socialization and training of foreign expatriates and locals, facilitation
of worldwide managerial contact and exchange, central and comprehensive record and
managerial talent, clear repatriation policies at the subsidiary level and impatriation of local
talent all point towards a significant role of headquarters. Allowing subsidiary staff to reach
managerial level therefore requires significant input from the headquarters of the
organisation. For this input to be productive it is imperative that the employee has an
understanding of where his future in the organisation is heading and what the employee has
yet to achieve within the organisation. According to this model career prospects and
international assignments are the key to negate attrition and retain subsidiary staff. It is
therefore true that global integration of a subsidiary with regiocentric or geocentric staffing
patterns will be beneficial to local employees that work in a unit which has a degree of
interdependency (Reiche, 527). Subsequently a duality exists between perceived career
aspirations, nationally and internationally, and organisational identification (local and global).
According to Reiche the only answer is to allow the local units to become somewhat
independent and to utilize inpatriates. PCN expatriates should utilize short regular trips to
allow local satisfaction and organisational cohesion. This also allows inpatriates to exhibit a
long term commitment to the organisation whilst growing organizational identification
through various assignments (Reiche, 530). In turn this creates an environment that reduces
friction between HCNs and PCNs as both employees feel mutually respected. The extra
contact that the inpatriate has attained with headquarters also serves to increase a sense of
corporate culture over time within the subsidiaries which aids the organisational needs of the
company.

13

Corporate Culture

According to House, Culture is; in motifs, values, beliefs, identities and events shared
between one another which result in a common experience from one generation to another
(Mirabela, 1512). With this in mind creating a corporate culture has the potential to create a
vacuum in which employees become loyal to the company itself rather than to a particular
nation or team. This idea tends to support Hofstede’s five factor theory. His definition shows
culture as a collective programming of the mind that distinguishes the members of one group
or category from another. He does this by analysing five key factors; Power Distance,
Uncertainty Avoidance, Individualism Vs Collectivism, Masculinity Vs Feminism, and Long
term goals Vs Short term goals (Chang, 1106). These classifications play a large factor in the
retention of employees internationally. Understanding what is necessary for people of
different cultures to work productively and with a happy work/life balance is key for
increasing an organisations overall performance. Likewise it is important to note that people
from certain backgrounds or nationalities have the same tendencies, likes and dislikes as each
other. However recent studies have shown that Hofstede’s five factor theory is not without its
faults. In a study performed by Chang comparing employees in the IT sector of China and the
United States he has proved that this definition may no longer be entire relevant due to
increased globalisation and free knowledge of cultures in the wider world. The Chinese
industry was not so differentiated to the United States in many regards, particularly in the
Power Distance Vs Uncertainty Avoidance and Masculinity Vs Femininity factions.

To build on this Durant has proposed that distinguishing ones culture is no longer beneficial
but a new cross cultural dimension must be attained in order to increase performance. This
conforms to the polycentric approach of both recruitment and retention and under the
configuration perspective of SHRM. It is his theory that in groups of several different
cultures a new form of communication emerges. This communication is where true
organisational intelligence is born and a hybrid identity is formed. This in turn leads to a
heightened level of internationalisation with the possibility of a new Lingua Franca evolving.
This evolution would allow for a hybridisation of varying cultures to form that would be
unique to the company that allowed it to evolve – no longer denoted as individualistic or
collectivist (Durant, 150). This ideal supports the pretence of an interdependent subsidiary
headquarters relationship with congruent organisational ideals. This new sense of home
would create an environment that is conducive to the employees and beckon their loyalty
14

negating the rates of attrition at subsidiary level. This formation of corporate culture can be
broken down into three stages; diffusion, adaption and hybridisation (Durant, 155). The
diffusion of the subsidiary allows the PCNs and headquarters to enter the region and
introduce the organisations ideals and focus. The adaption process is the eventual use of
HCNs and TCNs as inpatriates and forming closer bonds with headquarters. Finally
hybridisation occurs when both subsidiary employees and headquarters can operate
interdependently or independently whilst maintaining organisational congruency and enacted
policies coherently. It is therefore imperative for a newly internationalised company to
endeavour to create such a culture in order to maintain high levels of progress. However this
is not a quick task for human resource teams. Employees must be constantly allowed to see
their progress and believe in the organisation. Therefore employee satisfaction systems must
be in place.

Performance and Reward System

In order to create the culture of a company the employees needs must be met. Employees
must be happy within the organisation and have an understanding of where both themselves
and the organisation hope to be. In order to achieve this a performance and reward
management system needs to be in place. Performance appraisals are based intensely in social
context. Both Erdogon and Levy created models that centred around ‘behavioural context’ as
central constructs in performance appraisal. These include; Leader member relationships,
Supervisor trust, and Impression management. All of these are considered ‘Proximal process
variables’ (Pichlar, 711). These models incorporate several factors to create these
relationships. A 360 degrees appraisal model is used to encompass the entire performance of
an employee over a time specific period. This period is maintained through a set human
resources points; human resource documents and guidelines, enactment of line managers and
the employees experience of these practices (Farndale, 779).

The manner in which this is enacted is called organisational justice (Farndale, 780). This
justice is imperative for organisational performance and the effective implementation HPWS
in an international environment. The primary aim of performance appraisal is for the line
management to provide guidance to its employees on how to apply their resources for the
benefit of the organisation, creating an ongoing process of identifying, measuring, and
developing performance, and aligning this with the strategic goals of the organisation
(Farndale, 882).
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This promotes the Social Exchange Theory within a subsidiary where organisational actions
affects the commitment of the employee and the long term relationship that comes along with
it. This is invaluable in an international environment and proves that creating a system such
as this has the potential to affect Organisational Citizenship Behaviour (OCB) (Zhang, 1316).

OCB contains five different dimensions; Altruism, Conscientiousness, courtesy,
sportsmanship and civic virtue. These dimensions are integral to improve performance of
employees whilst if managed correctly encourage a healthy working environment which
helps to solidify the chosen culture of the company. It is the incorporation of these
dimensions that allows the subsidiary to create a culture that has hybridised the pluralistic
employee base. This can be maintained through Impression Management Theory (Deepa, 74).
This is effectively the continuation of the culture that has already formed. It allows the
subsidiary to maintain interdependency with headquarters and opens the door for potential
independence from headquarters in the future. By employing these strategic human resource
management policies it is possible to create a large base internationally that has formed from
a smaller subsidiary over time. Maintaining this management system will create trust between
the company and the employee. Enacting an efficient and fair appraisal system eliminates
doubt for the employees and further enhances the chance of retaining vital talent in the
company. This directly affects knowledge within the company and the formation of new
talent which is essential for continued performance at an international level.

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2.4 Organisational Human Resources
According to Wrona Internationalisation is a key component of corporate growth strategy. It
can be seen as a source of competitive advantage whilst creating new levels of organisational
complexity Wrona, 91). With that comes increasing challenges for the Human Resources
department. According to Pfeffer and O Reilly (2000) conventional organisational strategy is
formed and pertains to a hierarchy beginning at; strategy, key success factors, organisations
alignment and rolled out to senior management for implementation (Zink, 795). The ability to
implement strategies is, in itself a resource that can be a sort of sustained competitive
advantage (Welch, 794). Organisational human resources are crucial to such strategies being
incorporated into the functionality of an organisation and have their own strategies to
incorporate. Globally Human Resources have a function in corporate headquarters such as
Remuneration, Management Development, Staffing, and Employee Relations (Farndale, 46).
These functions seem superficial however they play a pivotal role in creating the identity of
an organisation. This identity is the aspect of cultural embedded sense making that is self
focused. This identity is affected by organisational culture and also by other sense making
systems with which the self interacts. Although culture provides the system of rules that
defines a social system, identity provides the contextual understanding of those rules that
govern understanding of themselves in relation to the larger social system (Zink, 796). This
larger social system can therefore be broken down in various classifications.
According to Bartlett and Ghosal (1989) there are four different strategy classifications that
Human Resource headquarters must relate to; International (HQ and subsidiaries work
together focusing on transfer of information), Multidomestic (Decentralised, subsidiaries
conform to local practices), Global (Centralised, subsidiaries resemble the parent company),
or Transnational ( HQ and subsidiaries adhere to worldwide standards as part of a combined
network) (Farndale, 52). It is important to note that like all strategies they are not strictly
adhered to, and over time they change incrementally to suit the needs of the organisation.
Subsequently as the subsidiaries evolve human resource practices evolves with them to suit
the needs of the subsidiary. This is accomplished through organisational learning.
Organisational learning is the sum of individual learning, organisational structures, systems
and procedures that influence the accumulation of learning (Welch, 795). This is a process
that is bound to the learning of every aspect of the organisation from the employee to
headquarters.
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There are several methods to aid this process of progression one of which is Taylors three
International Human Resource Management (IHRM) Typologies. These are Adaptive,
Exportive or Integrative (Taylor, 1996). The Adaptive typology reflects the subsidiary that is
responsible for the design of their own human resource practices. These subsidiaries are
generally self reliant and independent of headquarters. The Exportive typology pertains to the
subsidiary that is dependent on headquarters. Their policies and practices are developed at
headquarters and are replicated internally. The Integrative typology reflects the
interdependent subsidiary. This is the form undertaken where both headquarters and the
subsidiary develop policies together and integrate the human resource strategies across their
network.
To build on these typologies and classifications Farndale has proposed four Organisational
Human Resource roles; The Political Influencer, The Champion of Processes, The Guardian
of Culture, And The Knowledge Management Champion (Farndale, 56). These roles are also
reflective of the stage of internationalisation the subsidiary has attained. The more dependent
on headquarters the subsidiary is the less of these roles they will fill. These roles are inherited
by headquarters and once the infrastructure is in place they will be redirected to the human
resource departments on the ground until the culminated information is eventually redirected
unto headquarters incrementally. In doing this the organisation can create a sustainable
database of information about all employees and their performance allowing for potential
rewards for particular employees. This system was enacted in 2012 by the car manufacturer
Hitachi. A talent management system was established where over 250,000 across the globe
were listed in a database containing their names, gender, function, title, pay and performance
history. This led to a standardised performance and reward system across the organisation
that has led to over 400 employees across the world been selected for executive training
programs (Yamaghuchi, 2).
Early Internationalisers rely heavily on headquarters and therefore the position that
headquarter takes is critical to the success of the company internationally. Whether a
subsidiary is independent, dependant, or interdependent of the parent company will effect
organisational congruence significantly. According to Social Network Theory, A lack of
legitimacy internationally reduces a subsidiaries centrality and hence its ability to control
critical resources. According to McDonnell instigating a High Performance Work System
(HPWS) has the potential to limit this through extensive Training and Development,
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Compensation, Employee empowerment and Communication techniques (McDonnell, 365).
Building on this and using Farndales new roles allowing, a subsidiary responsibility for some
of them could increase congruency between the organisational goals and the human resource
team within the subsidiary. Roles such as the Guardians of Culture and Knowledge
Management Champion would help to co-ordinate employees effectively whilst integrating
long term goals and aspirations. These measures could help to stop Mimetic Isomorphism
from occurring within newly internationalising companies strategies, maintaining their
uniqueness globally (McDonnell, 364). The effectiveness of Organisational Human Resource
Management within these companies are therefore of critical importance to the performance
of subsidiaries internationally.
This can be seen with the use of organisational excellence models that are being used across
around the world in nations such as the US, Asia, Australia and Europe (Zink, 800).
Comparing their basic principles and core values especially in the field of human resources
finds a lot of similarities. A comparison of the European EFQM model, the Japan Quality
Award, the Australian Business Excellence Framework or the Malcolm Bridge Award shows
there are many aspects in common concerning employee orientated approaches, their
deployment and human resources results (Zink, 800). It is evident that human resource
strategy is valued throughout each of these organisational models. As the Malcolm Baldrige
National Quality Award (MBNQA) has change so much since its establishment in 1988, this
is the model that we shall observe. [Figure. 3 (Zink,801).] Comparing the awarding points a
misleading impression could emerge that the importance of human resources has decreased
over the years. In contrast to that in 1996 the MBNQA was extended by the criterion ‘Human
Resource results. This criterion received an additional weighting of 50 points whilst in the
newest version of the award this criterion has an impact of 70 points (Zink. 801). This pattern
of integration of human resources within the scope of organisational strategy further proves
the necessity for congruence between the organisation and the employees. Excellence models
such the MBNQA has taken many factors into consideration including; Human Resource
utilization, Human resource development and management, employee involvement, high
performance work systems, employee development, employee performance management
systems and employee learning and motivation (Zink, 803). These human resource aspects
have been aligned with organisational necessities such as; work systems design, work process
management and improvement, process management and diverse working systems. By
creating congruence between the operational side of the organisation with the processes
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involved in human resources the organisation allows for the best practice of both the
employee and the organisation as a whole.

This study will now discuss the methods that will be used to investigate how the aspects of
human resources which has been discussed in this paper are relevant to the
internationalisation process of the Irish Dairy industry.

Figure 3: Changes in the criteria of the Malcolm Baldrige National Quality Award from 1989
to 2008

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3. Methodology
3.1 Methodology Introduction
This chapter will outline how the author intends to carry out the primary research needed in
order to complete the dissertation. This will involve stating the research philosophy and will
explain why that philosophy will be used. This section will then explain the approach which
will be undertaken and how that approach will lend to the overall objectives of the research
proposal. Once this is complete an analysis of the strategy will occur and will evaluate why
the approach and philosophy co-ordinate with strategy to create reliable and valid
information. This will allow for the establishment of reasonable sampling. After the research
methods have been discussed this section will outline how the author intends to collect and
analyse the data whilst ensuring that ethical issues are taken into consideration. This section
will then conclude by assessing the potential limitations of the proposed methodology and its
subsequent weaknesses. The main research question that guided this study is What is the role
of strategic Human Resource Management in the Internationalizing Irish dairy industry? The
main research question was then broken down into a number of research sub-questions:

Sub Question 1: How does the Human Resource department effect the overall organisational
strategy of the Irish Dairy companies?

Sub Question 2:What are the differentiating HR techniques used by competing companies
within the Irish Dairy industry ?

Sub Question 3: How successful have these companies been establishing and enacted their
policies at the ground level in host countries?

Sub Question 4 : Are the Strategic Human Resource policies within the Irish dairy industry
congruent to the theoretical best practice outlines by academia?

The objectives of this study were: (i) To develop a supported structure of how the companies
of the newly internationalised Irish Dairy industry would incorporate human resources as part