Human Resource Management in Brunei Essay

Rousseau (1990) defines culture as a stage set of common values and lowstandings obtained through socialization (Noe, Hollenbeck, Gerhart, & Wright, 2008). As such, the Moslem laws define the fundamental customs and lifestyle of Bruneians. Neverthe slight, culture is an sturdy behavior, which put up be refined and redefined as the macro-environment changes. We explore how attitudes and perspective kitty be changed, in order to come apart line up to technologies through laws and policies, without contradicting the natives of Muslim culture thus improving their rescue.The General Order in Brunei provides employees with senior high social bail and benefits they argon entitled to life beat employment (Dore, 1973). indeed leading to insufficient supplying of jobs for the younger generation who makes up the largest helping of the unemployment rate. Additionally, paternalism is evident in Brunei superiors act as a father class in the makeup and employees show utmost re spect for their managers. Thus illustrating the human family betwixt cultural influences and organizational behavior.Foreign investments and tourism in Brunei invite been severely impeded due to their inflexible Islamic culture, in that respectfrom touching Bruneis integration with the world. According to the Ministry of Foreign Affairs in Pakistan, the wideness of liberation of visa regulations intromit for boost tourism and swap opportunities (Ying Chua, 2010). that in Brunei, regulations on foreign investments must comply with the standard of their Islamic laws, which hinder growth. Thus, exemplifying that culture affects its economy as it set the terminal point of Bruneis business environment.It is difficult for Brunei to fully integrate their economy with horse opera countries due to very differing culture. Nonetheless, she arsehole aim to be the capital for the Islamic world. For ex great, it rout out be the financial capital for the Middle Eastern countries, or even the world main supplier for Halal food in the world. This acts as a double-edge sword for Brunei because Brunei al junior-grade non compromise their easy culture for economical gains. However before attaining such standards, Brunei has to examine their proficient infrastructure and whether Bruneians ar ready to aline themselves for changes.Bruneians pride themselves on their gamey Islamic culture hence they be less receptive to changes that get along to be in conflict. The sultanate laws never inculcated the use of technology until the mid twenty- freshman century, the government through its education system (Ganske & Hamidon, 2006). However the older generation, which the man causation mainly consists, is less responsive to such drastic changes. Firstly, it is against their culture to vocalization differing viewpoints to their superiors as it is considered disrespectful therefore, severely curtailing their initiative thus breeding complacency and conformity. Secon dly, the neglect of formalization (Chan, Foo, Nelson, Timbrell, & Othman, 2010) contradicted the go foration of unfermented technologies the announcement to embark on e-government (a B$1 billion project) was made in 2000 but it was not until 2003 that the actual planning started (Kifle & Cheng, 2009), this 3 years cranny cast off left field many Bruneians confused much or less the process and progress.Language is part of a countrys culture. (Bakar, 2008). Therefore any language differences, will significantly hinder Bruneians adaptation to technology. Bruneis national language is Malay date new technologies true argon instructed in English. This sudden change in the use language has adversely impeded on their adaptation. Nevertheless, this is only relevant to the older generation as Brunei government has enforced bilingualism in their menses education system. A shift in their language culture from only if Malay to bilingualism will enhance their adaptation to new techno logy hence fulfilling Bruneis vision of becoming an e-government whereby all traditional manual paper cut back ar electronically done.It is indisputable that Brunei will always be ruled by a strict set of Islamic laws, which forms the core principle of the country. Nonetheless, the problems confront by Brunei can be corrected through prudent laws and policies that can be inculcated as part of their culture.Culture shapes the fundamental of the legal and semipolitical system in Brunei. The Sultanate laws favour the Brunei Malays because of their shared values and customs turn indigenous minorities are viewed inferior (Braighlinn, 1992). This partial treatment could potentially jeopardies Bruneis economy by distancing relationships with developed countries because of very differing culture and customs and these developed countries have valuable resources, which Bruneians can acquire from. For event, skilled professionals from different countries will be hesitant to enter Bruneis workforce because they have sulky social advancement and benefits. This can be remediated on without changing the core principles of Islamism.Furthermore, it is because of their traditional principle of strict essence of conformity and consensus (Kramar & Syed, 2012) that has enormously thwarted their countrys spheric integration. Bruneis doctrine, does not allow organization or soul to challenge the government and its policies, has adversely stunts employees initiative. The loftiness criticized their work indifference, working just like a robot with no direction, initiative or common sense (Low, Zain, & Ang, 2012). Such inflexible and voiced work-attitude, would only curtail individuals motivating at work and more drastically, leading to colossal losses to the organization.To a great completion culture sets the tone of how a country should be governed by specify the boundaries of their operating theatres. However, we can no longer claim that a countrys culture is a sep arate entity from its political system or from its economy or even their adaptation to technology. Culture orientates the parameters of ones laws and policies, which in turn affects the growth of its economy. Likewise, a technologically cultured country brought about through good policies, could bring about many benefits to its economy. All these factors are intertwined and together they work as a whole system as to how a country, whether private or state-supported companies, should be run.However there are certain strategies which the government can undertake to help individual adapt to the technology.The government Employee Management brass (GEMS) is a project, which aims in achieving an synergistic and integrated public service. (Brunei judicature Prime diplomatic ministers constituent 2010) homophile election Management (HRM) consists of 2 main functions the process of managing raft in the organization in a structured and thorough manner, e.g. hiring great deal and ret ention of people. Secondly, the management of people within an organization e.g. managing relationship between management and employees.Critically, HRM requires the use of technology-based platforms to ensure efficiency and high-productivity of an organization. Thus, the importance of implementing GEMS and ensuring success to alleviate HRM better.Introduction of the use of technical system for HRMGovernment Employee Management System (GEMS) is a web-based system that enables, efficient data input and greater transparency, which allows better management of HRM practices such as recruitment, compensation and benefit. (Brunei Government Prime Ministers Office 2010)To achieve greater effectiveness, GEMS will automate a significant number of tasks that were previously done manually. Employees information will instanter be kept in a database accessible to all departments, and it will be easily attainable. It would fasten decision-making because information would be readily getable when ever required.Responses of Advancement of technology in HRMHowever, GEMS was not well received by employees. The Majority of the population belongs to the Malay community, thus finding it difficult to adapt to the English web-based system.Strategies that involve human race Resource enable individual employees to do themselves to technological changesRe-training of EmployeesGEMS was found as a complex system, training is thus, significant to assist staff and officers to adapt and operate GEMS effectively.Training will greatly assist employees to better manage GEMS, as employees would be able to constructively operate the new system independently.Further mentoring is needed to ensure employees have fully comprehended the use of the system. At the same time creating a sense of achievement and often boost employees morale.However, there are several disadvantages and cost to re-train employees. Firstly, the large amount of people in an organization makes it difficult to schedule train ings (N Nayab 2010). Secondly, training requires a lot of time and ample resources, which could be economically disadvantageous in the niggling run. Hence, organization should exhaustively consider the pro et contra before sending employees for re-trainings.Motivating of employeesAnother gravestone approach to assist staff and officers to adapt effectively to such changes is through motivation.Rewarding EmployeesA reward system can be created to foster the use of technology. A good strategy to ensure adaptation for employees would be the use of monetary benefits. For example, HRM could implement an incentive plan by recognizing its employees for its efforts to adapt and use new technologies. It aims to acknowledge good performance and address the gap between the organization goals set for employees and the final outcomes.Increase job delight of employeeThe more contented an employee is with its job, the higher(prenominal) possibility an employee would be adaptive to changes. (R ichard W. Scholl 2003) Employers can consider satisfying employees job satisfaction, such as pay, working hours and job security. With job satisfaction, employees would be more adaptive to changes and the willingness to ensure effective operation of GEMS, which in result beneficial to the company in the long run.However, motivation is subjective. While it can empower employees and employers, its effect may be short term. Therefore, effort must be made consistently, for it will not be able to fulfil its long term effect of adaptation towards new organization goals.Strategies by Singapore GovernmentA countrys adaptation towards technology is nurtured over time, and Singapore is a good example for Brunei to help individual adapt to technology.Singapore encourages technology maturation in its bid to become the next Silicon valley (Gregory Gromov 1986). Singapore Government has created schemes and funding, which include cash grants, tax incentives and debt financing ( AsiaticOne 2009). Brunei Government could withal implement special schemes and grants dedicated to attract setup and ensure success, supporting(a) ledger entry of foreign technology investors. This will subsequently, benefit Brunei as it helps risk reduction, in terms of investment in the long run.To further encourage the development of new innovations, SPRING Singapore has a special applied science blueprint Programme (TIP) for those who are able to develop new inventions or improve existing ones (SPRING Singapore 2012). Such programs and campaigns could be implemented in Brunei, encouraging Brunei to be exposed to the latest technology available, resulting in the increase of tech appreciation consumers over the years.The above are just some strategies, which Brunei can adopt to help individual adapt to technological changes. There are many other strategies and prudent policies which Brunei can mirror, modeled by the western countries without compromising its core principle of Islamism.HRM i s not culturally neutral. The nature of the context is linked with local institutions, labour laws, corporate strategies and industrial relations vary greatly across national borders. affectionate RightsBruneian holds to the MIB ideology, a set of guiding values with the incorporation of the importance of Islam as a religion. This strict rule over the country means there are limitations to the independence of speech, freedom of associations and collective bargaining (Kramar & Syed, 2012). However, despite the strict conformity, the government has pick out flexible and family-friendly policies (Kramar & Syed, 2012). For instance, General Order states that one should work no more than 8 hours and there are flexibilities when family responsibilities arise.America offers a much higher degree of freedom to its people. In the case of her stipulated law, employees shall have the right to make and to bargain collectively through re cave inatives of their own choosing, and shall be fre e from the interference, restraint, or coercion of employers. in the designation of such representatives. (Stough, 1933). This leads to the formation of Labour Unions, which reach out the workers rights to negotiate terms with the management.The political system of the two countries sets them apart. In Brunei, HRM has to adhere to the countrys strict conformity, affecting multiple HRM issues such as appointments, discipline, work etiquette and appointments. Its people have little or no say over what is decided for them, unlike America. This social rights has seen the formation of Labour unions an thinking in which the government of Brunei will never tolerate.SocioculturalIndividualism vs. fabianismBrunei is more of a collectivist the working environment culture is such that the people who work together are closely knitted, like a big family (Salleh & Clarke). Supervisors and officers are treated with respect like that of a foster (Kramar & Syed, 2012). Employees have no qualms sharing any problems and issues with their managers. Such informal relationship leads to total loyalty to their group it gives the workers the sense of belonging and security.America, on the other hand, is represented by individualism (Gorrill, 2007). The need to develop personal relationships is less significant in comparison to Brunei. Individual performances are, instead, exceedingly valued in American culture managers are only approached for help in essential situations (Gorrill, 2007). The American corporations subscribe to formal corporate planning procedures and are more often than not viewed as unconcerned with promoting long-term loyalty to the organisation (Beechler, Najjar, Stucker, & Bird, 1996). Thus, a highly competitive work ethic is cultivated, leading to less job securityLow vs. High Power DistanceWith a gradable relationship in place, Brunei is thought to possess a high power infinite. However, it is not the case. The nurturance and care provided to the subordi nates by their superiors imply that a paternalistic relationship is present (Aycan, et al., 2001). In return, the subordinate are loyal to their superior. The relationship positively tints on the employee participation rates in decision making and problem solving. Evidently, it lowers the power distance between managers and their subordinates.Western cultures are, more than often, represented with a low power distance, thus a certain degree of informality is present. However, in America, an authoritative and organisational hierarchy is very much accepted and entrenched in its business culture (Dana, 2010). In other words, decisions are made from the top. The hierarchical chain of command often supersedes personal relationship and clear distinctions are made between work colleagues and friends (Gorrill, 2007). These leads to a significant power distance between managers and employees.EconomyThe economic context of a country is simply predictable and stable, but it is most likely to have long-term consequences for HRM (Kramar & Syed, 2012). The supply and demand of labour forces vary accordingly to the countrys unemployment level. offer and demand of labour forceThe benefits offered by the Bruneis public sector, coupled with the family-style work culture, create a stable and secured work environment. As such, a job position will, almost, only be available when someone retires or resigns (Kramar & Syed, 2012). 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