What are Reports?

Reports are documents which both give a reader information and ask the reader to do something with
that information. Reports can be used:

1. to suggest new ideas and options;

2. to ask people to accept a point of view;
3. to influence decisions;
4. to ask people to make choices between alternative recommendations

Therefore, a well-structured and well written report can be a very influential document.

A report will usually follow a simple format which can be identified over and over again as you look
through the reports written by academics, agencies or individuals. One of the key issues is to
carefully provide signposts for the reader throughout the report. Use headings, sub headings, bullet
points (but remember to use full sentences rather than notes here) and new paragraphs for new topics.

The format may be influenced by the purpose and length of the report. There are nine identifiable
sections in most reports, although a contents list and abstract are usually only used with a long report.

(Proposed structure ONLY)

1 Title or title page

2 Contents list

3 Abstract/Executive summary

4 Introduction

5 Discussion

6 Conclusions

7 Recommendations

8 Reference list (when writing an academic report)

9 Appendices
EXEMPLAR

Evaluating an international HRM strategy

Executive Summary:

Normally only used in long and formal reports or if your work is being published. It is the
whole report summarised in 80-200 words. It tells the reader what you examined and why;
what you discovered; how you did it and what conclusions you were led to. It is really a file
note for a reader to see if the whole document is worth reading. Sometimes you will be
asked to provide an abstract and the key words which give the reader an idea of what is
covered/relevant. For example, the key words in a handout on report writing could be:
reports; purpose; content; structuring; styles; learning; building an argument…………………..

1.0 Introduction:

Should be quite brief. It can be a paragraph or a whole chapter but it should tell the reader:

1. The topic;
2. The reason for the report;
3. The terms of reference and limitations;
4. A brief outline of the background to the report;
5. What sources have been used in researching the report (and again, if these are
numerous the detail should be in the appendices and referenced);
6. The key issues which will be addressed (another way of ‘signposting’).

In the year of 2019, Raytheon Company and Saudi Aramco have signed a contract related to
Memorandum of Understanding (MoU) for developing their businesses as a joint venture
which will develop the services of cyber security in Saudi Arabia (Defenseworld.net 2019).
This joint venture will raise the cyber security related protections which is already available
at Saudi Aramco. Saudi Aramco already protects its customers, suppliers and affiliates. It will
be helpful for building up the cyber capabilities in Saudi Arabia (Defenseworld.net 2019).
This joint venture will market and deliver the integrated software of defensive cyber security
as well as hardware capabilities. It will perform for performing and developing the activities.
Saudi Aramco is a leading producer for chemicals and energy which drives international
commerce and it enhances the people daily lives internationally (Saudiaramco.com 2019).
Raytheon Company is a technological based company along with innovation leader
specializing in defence, cyber security and civil government related solutions (Raytheon.com
2019). This report will be based on the strategies of Human Resource Management of the
joint venture of Raytheon Company and Saudi Aramco that have a contract to develop a
business in Saudi Arabia. This report will also highlight the impact of economic factors of
Saudi Arabia in the HR strategies.

2.0 Country profile of Saudi Arabia:

In Saudi Arabia, the market of cyber security is expected for demonstrating formidable
development across the forecast period based on the growing awareness related account
among the governmental enterprises and bodies related to cyber-attacks as well as
enhancing internet user base (Techsciresearch.com 2019). In addition to this, the
development of mobile workforce, coupled with increasing number of cyber-attacks in
retail, defence sectors, healthcare, government and BFSI for recognizing the theft, account
access, financial gain and so on, is also propelling the cyber security market of the country.
The aim of Saudi Arabia is to develop the security related Information and Communication
Technology (ICT) that is also responsible for enabling the businesses as well as residents of
Saudi Arabia for carrying out their daily basis activities with comfort and convenience that
have been constant subjected to several types of cyber threats (Anon 2019). As a result, the
many individuals can loss their private information and money. In the current scenario,
Saudi Arabia wants to resolve cyber threat and protect the information of people and
protect the privacy of the private sector and public corresponding investments and
initiatives for realizing the vision related to a digitally secured economy.

3. Pestle Analysis

Political Factor: In Saudi Arabia, political condition is stable. It requires revamping policies
as well as growing ties with China. Therefore, any international organization can be able to
develop its own business in Saudi Arabia due to its stable political condition.

Economical Factor: In Saudi Arabia, there is a 10th development plan that is known as Saudi
2030 vision. The economy of Saudi Arabia is based on the oil production. The important fact
is that Saudi Arabia is one of the richest countries for its oil production. The economic
condition is also stable in Saudi Arabia. Therefore, it is quite possible to expand the business
in the market of Saudi Arabia which can be fruitful.

Figure 1: Saudi Arabia’s economy in a glance (Source: Gao.gov 2019)

Social Factor: The most important aspect of Saudi Arabia is young population. Therefore,
new entities in a market can higher young generation with low cost.

Technological Factor: In Saudi Arabia, there are so many people available in the market
with technical education. Therefore, for this particular joint venture, the HRM can get the
employees with technical background. There is strategic partnership dealing with the
foreign organizations in Saudi Arabia also.

Legal: In Saudi Arabia, there are laws related to intellectual property rights and labour laws.
The joint venture has to follow these rules for expanding their business in Saudi Arabia.

Environmental Factor: Due to stable environmental condition, the joint venture can easily
expand their business in Saudi Arabia.
4. Comparison between host and home country with charts and graphs

There are several federal agencies along with the critical infrastructure of USA such as
communications, transportation system, financial services and energy is based on the
information technology systems in order to carry out the process and process and
operations related essential data and information. But in the USA there are certain amount
of risks in terms of IT systems are constantly increasing containing internal threats from
unwitting or witting emerging, employees and escalating threats internationally as well as
the emergence of innovative and new destructive attacks (Gao.gov 2019). In the global
cyber security data, the USA holds 21st rank and Saudi Arabia holds 79th rank.

Figure 2: USA’s position in national Cyber security index (Source: Ega.ee 2019)

Figure 3: Saudi Arabia’s position in national Cyber security index (Source: Ega.ee 2019)

In terms of national cyber security index Saudi Arabia places 23.38 and in terms of digital
development level it places 67.64 (Ega.ee 2019).

Figure 4: Graph of USA’s cyber security in different sectors (Source: Ega.ee 2019)

Figure 5: Graph of Saudi Arabia’s cyber security in different sectors (Source: Ega.ee
2019)

The difference between both of these is -44.26. In terms of national cyber security index the
USA places 64.94 and in terms of digital development level it places 82.33 (Ega.ee 2019).
The difference between both of these is -17.39. Therefore, it is clear to all that the USA is in
higher position and it has better cyber security system rather than Saudi Arabia.

5. Economic factors influencing the HR strategies in Saudi Arabia:

All the economic factors are belonging from the external factors that can be able to
influence the HR strategies. Economic factors contain all the economic forces that affect the
operation system of HR in Saudi Arabia. High levels of relevant economic factors are
consumers, globalization, suppliers and competitors.

Suppliers: In terms of HRM, the suppliers provide human related resources to the joint
venture in Saudi Arabia (Your Article Library 2019). The suppliers contain the colleges,
universities, consultancy organization, training institutes, and employment exchanges and
so on. The inputs related qualities of the employees are based on the suppliers.

Competitors: Competition in the joint venture in Saudi Arabia plays a vital and significant
role in terms of functions and activities of HRM (Your Article Library 2019). This joint venture
can gain the competitive advantage due to the presence of other cyber security related
companies.
Globalization: Because of globalization, the HRM is required playing a challenging role. The
HRM develops competitive advantage for their concern (Your Article Library 2019). The
International organizations have to identify constantly their operations as well as redeploy
their energies over the critical zones of competence.

Customers: The customers of joint venture influence the HR functions also. The consumers
are referred as kings (Your Article Library 2019). They want high level of cyber security at
very reasonable price. Every employee in that organization must share in the direction of
accomplishing the quality of cyber security.

6. Global HR practices (HR theories)

What approach will you adopt? (Ethnocentric, Polycentric, Regiocentric, Geocentric?)

Why? Justify your strategy! Remember Euro Disney!

How is host country culturally different from the HQ? (Think Hofstede/Trompenaars cultural
dimensions’ theory etc.) Cross-cultural training for expatriates?

For example…What are some issues for Taylor Wimpey of doing business in China? Guanxi
etc.?

There are some important practices that are conducted by the international human resource
management in order to manage the organizational behaviour and the work culture (AIHR
Digital 2019). The practices are discussed below:

 Selective hiring of the employees: Hiring the expert, talented and educated people
for the relevant post.
 Providing safety and security to the employees in the organizational work place.
 Effective and self-managed teams for providing a best effort in order to gain the
organizational goals.
 Provide performance based compensation to all employees which will be fair for
every one as per the productivity and performance of the employees.
 Provide best training and development program for the employees to guide them
with new and innovative technology and business strategy and update them with
their job roles and responsibilities.
 Making a flat and democratic organization
 Creating information and data easily accessible for those who require it.
7.0 Organizational issues regarding HR practice implementation and development:

7.1 Cultural differences in Saudi Arabia

All Saudis practices Islamic religion and Islam operates their own personal economic, legal
and political lives. Basically this Islamic religion was born in Saudi Arabia. Therefore, millions
of Muslim visits in Saudi Arabia in every year. Most of the Muslims in Saudi Arabia are
belonging from the Sunni however a huge number is also belonging from Shia
(Commisceo-global.com 2019). The accurate time is listed every day in the local newspaper
and on the television also. Friday is the Muslim Holiday for Saudi Arabia. In that day
everything is closed. Most of the organizations close on Thursday also. At the time of
Ramadan, all the Muslims must have fast from the time of dawn to dusk (Commisceo-
global.com 2019). All the Muslims are permitted in order to six hours in every day. Fasting
contains no drinking, eating, gum chewing or cigarette smoking. Expatriates are not needed
to fast however the Muslims must not drink, eat, chew gum or smoke in publicly. It is
possible to identify other places for the purpose of worship (mainly in Riyadh Jeddah and so
on) for Hindus, Christians, and Sikhs that serve emigrant communities.

7.2 T&D section

Lack of Employee Engagement: It has been observed that in most of the cases the
employees are reluctant to attend training and development program. According to Noe et
al. (2017), in most of the organizations T&D are not focused on the day-to-day operational
aspect.it is the main religion that the employees lose interest on the ineffective training and
development program conducted by the company.

Lack of Managerial Support: another crucial organization issue regarding the training and
development is lack of managerial support. In most cases the managers are fail to realize
that an encouraging and supportive working environment can only achieve an effective
training. Therefore, in order to conduct a successful training program, the company needs
to focus on creating a friendly and supportive work environment.

Low Return on Investment: The low return on investment is another major problem in the
context of effective training and development. While constructive training and development
session demands various expensive tools and resources, the immediate effect on the
bottom line is negligible.

Inappropriate Training Program: It has been observed that most of the training programs
do not address the actual weak areas of the employees. In the opinion of Sabella and
Analoui, (2015), Inefficient training expert, insufficient training module are the major reasons
for a successful training and development program.

7.3 Social Aspect of Saudi Arabia

Different Communication Style: The difference in communication style can be a major

concern in the context of implementing HR practices. Without any proper briefing, the
employees might be frustrated and confused. In addition to that, different approach of
communication tends to hinder the employee performance and team efficacy. Moreover,
the distinct societal role of different genders can hamper the gender equal selection policy
of the company.

Flexible time management attitude: it has been observed that the Arabian employees take a
different approach regarding the punctuality and time management. The Arabian society
follows a more flexible time management concept compared to other European countries.
This particular issue can be a major factor for missing the deadline and other important task
schedule. In this context, the development of diverse team can be most challenging for the
HR professionals. Without the application of efficient strategies, the company may
experience lack of organizational performance due to these problems.
8. Evaluation of HRM functions:

HRM strategies (choose any two of them) for the joint venture:
(Explain the entire topic characteristics, then apply to these strategies)
a. Recruitment and selection
• Where will I hire the workers? From the UK? From China? From other countries? Why?
• How will I do that? (Interviews, tests etc.)
• What positions do I need?
• For example…Use Munro-Fraser/Rodger model for selection analysis
• Or any relevant theory… etc…

8.1 Recruitment and Selection

8.1.1 Strategy 1- Commercial talent network

Commercial "talent networks" are online podium, which is used in order to promote the
corporation brand name. In the opinion of Vetrákováet al. (2018), the main aim of this
strategy is to attract innovative faculty from a variability of sources, which contains job
candidates, staffs, former students, followers, dealers and even clienteles. Commercial talent
network strategy will be helpful for Saudi Aramco and Raytheon as it is used to interconnect
job openings, profession information, and information of other organization. The company
can easily apply this strategy as now a day it is very widespread among the large
organizations and are progressively being implemented by minor and standard size
organizations as well. A talent network assists as a promotion and publicity centre for brand
name of Saudi Aramco, Raytheon.

8.1.2 Strategy 2- Developing an end-to-end faculty brand

In current days, several organizations are concentrating on developing end to end faculty
brand in order to attract and find skilled candidates (Prathyusha, 2019). A talent brand refers
to how Saudi Aramco and Raytheon are being professed by its existing employees, previous
employees and future employees. In the viewpoint of Chungyalpa and Karishma (2016), in
this strategy new talent will attracted as everything about the environment, culture and
performance of the organization is clear to them. Saudi Aramco and Raytheon can develop
sturdy faculty brand plan to decrease their budget per appoint and reduce turnover rates. In
order to create a faculty, brand the HR department and marketing department of the
organizations need to work together. Faculty brand will set Saudi Aramco and Raytheon
from other organizations and provide the clear reason why talented candidate should work
with them.

8.1.3 Strategy 3 - Practice of applicant tracking software (ATS)

One fast developing trend is quick implementation of Applicant Tracking Software. As

opined by Do and Ohlsson (2018), the companies will get benefit from ATS strategy of
recruitment, as the ATS is specially developed in order to meet recruitment requirement of
an organization. This software emphasis on handling the whole recruitment procedure,
observing ad movements, and making a brilliant candidate experience. According to
Kulkarni and Che (2019), Saudi Aramco and Raytheon can use ATS in order to post career
openings; screens recommences, and produce interview entreaties to possible applicants by
e-mail. Moreover, ATS has many other features such as individual applicant tracing,
appropriation tracking, computerized resume grade, and modified input forms, response
tracing, pre-screening questions and multilingual competences which help to improve the
selection and recruitment process of the companies.

Impact upon Impact on Impact on

Impact on employee
Strategies organizational workforce workforce
commitment
performance flexibility quality
The commercial talent The company will be
This direct interest on
network will help the able to hire the The recruitment
their profile and direct
organization to attract employees, which of efficient and
Accessing approach of
most efficient are needed most. necessary
Commercial recruitment will help
employees, which in turn This particular employees will
Talent to increase the
will boost the approach will increase the
Network employee
organizational evidently increase quality of the
commitment towards
performance in the long the workforce workforce.
the company.
run. flexibility.
It will eradicate the third The relationship
Without the undue The selection of
party influence on this between the employee
pressure of third most talented
selection process. The and employer will be
Developing party, the employees will
company therefore can stronger, which will
an end to end organization can boost the
hire the employees with increase the employee
recruitment maintain its workforce
the sole aim of commitment
workforce flexibility quality of
organizational (Chungyalpa and
while hiring. company.
performance. Karishma 2016).
The company will be The company can Again, this
able to reach most The direct approach only those direct approach
Using
talented employees for appreciation from the employees who are will be able to
Applicant
increasing its company can increase needed to formulate enhance the
Tracking
organizational the employee more effective team quality of the
Software
performance (Do and commitment. (Kulkarni and Che company
Ohlsson 2018). 2019). workforce.
Table 1 Impact of the Strategies for Recruitment and Selection
8.2 Training and Development

b. Training and Development

• How will I train the workers in my joint venture?

• What kind of training do they need? (language, health and safety etc.)

• Remember the ASK model or any relevant theory… etc.

8.2.1 Strategy 1

The most important strategy of HRM in terms of training and development purpose
is internationalization of marketing integration. This strategy is followed by the
organization or joint venture while it aims to enhance business into the international
market. The international organizations rely based on the low cost structure as well as offer
the selected or given cyber security related products to Saudi Arabia where this joint
venture has the expertise (Business Jargons 2019). As a joint venture, the HRM department
should provide the proper training related to the new market, working structure, new
product to the newly appointed employees as well as the previous experienced employees
who are constantly working with these organizations in different nations. According to the
Reinforcement theory, the behaviour of the employees will change and they will behave for
getting positive result or outcome (MBA Knowledge Base 2019). The training and
development program should be associated with the organizational objectives. Therefore,
the organization will expect the positive outcome with the help of conducted training and
development program. For influencing the employees to take a part into the training
program the HRM can arrange rewards programs that can be benefited either after giving
exam related to the program or after implementing this on their job roles. In that case the
rewards will be like that promotion, certificate, promotion or bonuses.

8.2.2 Strategy 2

Another important strategy is cross cultural factors. Based on the cultural factor of the
host country the HRM of the joint venture should arrange a regular team meeting for build-
up internal communication. Therefore, each member of the member can get to know each
other. The most important thing is that the managers or team leaders will come to know
each team member clearly. If the HRM delivers opportunities for the employees to accept
acknowledgment for their multicultural skills or even identify them. As a result, they can avid
this outcome (Mitrefinch 2019). HRM should create the structure related to success. The
management should know the cultural differences of the team. The HRM must develop
rules and regulations as well as maintain them. According to the Hofstede’s cultural
dimensions’ theory, the values of team member can be impacted by the culture of society.
The employees can have a strong feeling related to pride. The employees can place the
importance of time and freedom. They can respect the privacy and for privacy
(Mindtools.com 2019). The employees will be expressive and they are allowed for showing
emotions, anger as per requirement.
8.2.3 Strategy 3

The third and most important strategy is importance of technological change. The HRM
should implement this strategy to find and retain the best talented employees. This
technology is used by the human resource management in benefiting the hiring and
recruitment method. Machine learning technology will improve the capability of the target
candidates with their personalized job postings. With the help of this technology the human
resource management will help the organization to understand their employees who are
experiencing the organization (Techfunnel 2019). Technology allows for the employees’
feedback to be gathered and analysed for creating better experiences for the employees.
According to the theory of experiential learning, there needs and demands of the
organization are addressed through this (MBA Knowledge Base 2019). Experiences give the
employees of the HRM a maturity and it increases the power of learning with the proper
knowledge. Because of the involvement, the HRM is capable to conduct attest related to
self-evaluation that gives them to understand the effect of this learning.

Impact on Impact on Impact on

Impact on employee
Strategies organizational workforce workforce
commitment
performance flexibility quality
It depends on the It depends on the
Strategy 1 Positive Impact Positive Impact
organization. employees.
It depends on the It depends on the It depends on the
Strategy 2 Positive Impact
employees’ engagement organization. employees.
Strategy 3 Positive Impact Positive Impact Positive Impact Positive Impact

Table 2 Impact of the Strategies for Training and Development

c. Rewards management

• What strategy will I use to pay them? (PRP, Skills-based etc.) Why?

9. Conclusion:

Conclude main findings of your report

These are the main findings from the research that went into the report:

1. What you set out to find out – the purpose of the report
2. What you found out;
3. What was significant about what you discovered;
4. How it answers the question set by the person who commissioned the report.
5. Conclusions arise logically from the work you have already done. You shouldn’t
present any new information here. Just use the information you have collected to
inform the options, indicators, lessons or advice you wish to give the readers.
This report is based on based on the strategies of Human Resource Management of the
joint venture of Raytheon Company and Saudi Aramco that have a contract to develop a
business in Saudi Arabia. This report has been also highlighted the impact of economic
factors of Saudi Arabia in the HR strategies. The most important thing is that this report has
been highlighted mostly the HRM related aspects.
10. Recommendations

Based on your analysis. Detail is recommended.

When a report is being used to present options or make some recommendations for action
you have to give the reader some clues about what these might be. Again, don’t leave the
preferred option or course of action until last. Use that ‘inverted triangle’ approach here too.
So you should present your most favoured ideas, options or recommendations first. These
are likely to be debated more thoroughly by the readers and they will ideally come to a
more informed decision (the one you prefer!).

11. References: