"Human Resource ManagementEXECUTIVE SUMMARYThe assignment has been built showcasing cross cultural training programme (CCT)as an important HRM initiative. For the assignment, example of Xiaomi has beentaken where CCTs were launched as part of its growth plan since it started venturingout in the world from the year 2016.The assignment covers the challenge the management was facing, how a committeewas formulated, what kind of investigation was conducted, what was the resultant andthe plan of action which was then presented to the top management to gain theirapproval. The case also showcases cost and benefit analysis and ROI analysis on abrief scale which was presented to gain top management’s approval for launching theprogramme.The assignment clearly points out the importance of a good CCT programme whenthe world is becoming smaller with people from all over the world are comingtogether to work making the workforce diverse. Naturally, owing to differentbackground, expectations and reactions are different to different scenarios. It is theonus of HRM to keep the people in the organization together with mutual respect andprofessionalism so that they could unitedly work towards achieving the organizationgoals.MNG00724 Assignment 3_S1 20171 Table of Contents1. HRM initiative ........................................................................................................ 22. Cost-Benefit Analysis ............................................................................................. 73. Return on Investment (ROI) ................................................................................. 104. Evaluation ............................................................................................................ 115. Business Case Summary ....................................................................................... 136. Critical Reflective Analysis ................................................................................... 157. References ........................................................................................................... 168. Bibliography ......................................................................................................... 181. HRM initiativeIn today’s world where markets are essentially transforming into a globalmarketplace, diverse cultures and multi-cultural formats of organizations just cannotbe ignored anymore (Boadway, 2016, p. 1569). Effective communication is becomingan essential business tool to self-sustenance. HRM faces a challenge to manageeffectively such multi-cultural expectations. As opined by Chianget al. (2017, p. 237),some of the common challenges on this front for entrepreneurs and HRM as well, indeveloping fruitful relationships with individuals or businesses from varied culturalbackgrounds are:o Reactive approach to adapting different cultural business expectationso By not interpreting business ethics, formality, hierarchy etc. works andimpacting decisions and negotiations on the wayo Coming across as impatient, aggressive and unapproachable in businesso Not transforming to a ‘we’ culture from a ‘me’ cultureo Unintended body language goof upsMNG00724 Assignment 3_S1 20172 For the project, the subject of cross culture management development programme hasbeen selected as a HRM initiative for a Chinese mobile giant –Xiaomi. Also called as‘Apple’ of China. Xiaomi’s funda has been good quality offerings at low price. Just inth its 7 year of operations, Xiaomi has made a name as an industry leader in Chinamarket and in 2016 it had started venturing out of China as part of its global strategy.Along with technological challenges, trade barriers, patent rights and various otherchallenges ahead, it faced a bigger gamble inside the organization itself, in itsoperation – to manage its slowly becoming diverse workforce. Attrition was on therise just when the company was expanding and it needed more people to manage jobs,posts and effectively produce results in their responsibility areas (Connell andBurgess, 2016, p. 171).Human Resource was asked to put together a strategy to combat the hovering issue ofattrition that could catapult to a crisis scenario if not managed in a planned way. HRMalong with other strategic position holders mainly from Finance and Operationsplanned to put together a MDP programme focussing on cross culture managementafter a lot of investigation of data (Ehnertet al. 2016, p. 91).Building the Business Case:A committee was created by HR which included the following key stakeholdersacross organizations:? HR Lead? Finance Lead? HR Recruiter? Financial analyst? Operations Lead? Organizational ConsultantMNG00724 Assignment 3_S1 20173 "