The challenges and solutions of human resource management of foreign employees in Finnish social and health system
Ren, Zhuqing (2023)
Ren, Zhuqing
2023
All rights reserved. This publication is copyrighted. You may download, display and print it for Your own personal use. Commercial use is prohibited.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023112231051
https://urn.fi/URN:NBN:fi:amk-2023112231051
Tiivistelmä
Purpose
The research aims to investigate challenges and experiences faced by managers in the past while managing foreign employees. Its primary goal is to offer management insights for new and inexperienced managers, enhancing management efficiency, work performance, and satisfaction among foreign employees. The research seeks to mitigate conflicts, foster understanding and communication, and prevent talent loss in the process.
Method
This study adopts qualitative research method.
The qualitative research conducted a preliminary understanding of the research object through document collection and analysis and interviews with 10 relevant professionals. Through semi-structured interviews, we gain an in-depth understanding of the human resources management situation of foreign employees and form conclusions.
Result
According to the survey results, problems existing in the human resources management of foreign health professional staff include:
1. Although domestic recruitment is low-cost, labor resources are limited.
2. In terms of domestic recruitment, there is no effective and systematic training integration system with training schools. Many foreign health students cannot find a suitable department for their internship.
3. Cross-border recruitment investment is risky, and uncontrollable talent flow may lead to low corporate investment returns.
4. There is no systematic process for induction training.
5. Companies rarely provide employees with training courses on multicultural cooperation.
6. There is no systematic follow-up and communication management plan for newly hired foreign employees.
7. No language training is provided for employees who have difficulty communicating in Finnish
8. Managers have not received systematic communication management training regarding cultural differences and conflicts.
Solutions to these problems include:
1. Enterprises can cooperate with the employment department of training schools to provide employment training for foreign health major students (such as which websites can learn recruitment information, write resumes, prepare interview questions, etc.)
2. Enterprises can cooperate with the teaching departments of training schools to actively provide suitable internship departments for foreign health major students and open the right for foreign health major students taught in English to apply for internships through the system.
3. Cross-border recruitment investment is risky, and the flow of talent is uncontrollable. When the labour gap is large, cross-border recruitment can still be considered and bidding methods can be used to improve the cost-effectiveness of services. Employers can cooperate with local governments to integrate localized services for foreign talents (such as immigration services, partner employment services, children's schooling services, medical, tax, legal, religious, real estate, entertainment, and other information support services) to reduce brain drain.
4. Onboarding training is an important part of human resource management for foreign health professional personnel. Department managers need to establish a programmed training system to facilitate the recruitment of more qualified foreign health professional staff. (For example, break down the induction training into several units according to priority, give each unit a certain amount of learning time, and conduct regular interviews to collect feedback. Of course, the induction training manual can be set to be bilingual, Finnish and English, to facilitate reading by foreign health professional staff and understanding)
5. It is recommended that employers cooperate with language training institutions to provide language training or translation equipment for employees who have difficulty communicating in Finnish.
6. It is recommended that managers organize multicultural team-building activities within the department to deepen cultural exchanges among employees.
7. It is recommended that employers organize multicultural cooperation training for all employees and provide multicultural communication and management training courses for management.
The research aims to investigate challenges and experiences faced by managers in the past while managing foreign employees. Its primary goal is to offer management insights for new and inexperienced managers, enhancing management efficiency, work performance, and satisfaction among foreign employees. The research seeks to mitigate conflicts, foster understanding and communication, and prevent talent loss in the process.
Method
This study adopts qualitative research method.
The qualitative research conducted a preliminary understanding of the research object through document collection and analysis and interviews with 10 relevant professionals. Through semi-structured interviews, we gain an in-depth understanding of the human resources management situation of foreign employees and form conclusions.
Result
According to the survey results, problems existing in the human resources management of foreign health professional staff include:
1. Although domestic recruitment is low-cost, labor resources are limited.
2. In terms of domestic recruitment, there is no effective and systematic training integration system with training schools. Many foreign health students cannot find a suitable department for their internship.
3. Cross-border recruitment investment is risky, and uncontrollable talent flow may lead to low corporate investment returns.
4. There is no systematic process for induction training.
5. Companies rarely provide employees with training courses on multicultural cooperation.
6. There is no systematic follow-up and communication management plan for newly hired foreign employees.
7. No language training is provided for employees who have difficulty communicating in Finnish
8. Managers have not received systematic communication management training regarding cultural differences and conflicts.
Solutions to these problems include:
1. Enterprises can cooperate with the employment department of training schools to provide employment training for foreign health major students (such as which websites can learn recruitment information, write resumes, prepare interview questions, etc.)
2. Enterprises can cooperate with the teaching departments of training schools to actively provide suitable internship departments for foreign health major students and open the right for foreign health major students taught in English to apply for internships through the system.
3. Cross-border recruitment investment is risky, and the flow of talent is uncontrollable. When the labour gap is large, cross-border recruitment can still be considered and bidding methods can be used to improve the cost-effectiveness of services. Employers can cooperate with local governments to integrate localized services for foreign talents (such as immigration services, partner employment services, children's schooling services, medical, tax, legal, religious, real estate, entertainment, and other information support services) to reduce brain drain.
4. Onboarding training is an important part of human resource management for foreign health professional personnel. Department managers need to establish a programmed training system to facilitate the recruitment of more qualified foreign health professional staff. (For example, break down the induction training into several units according to priority, give each unit a certain amount of learning time, and conduct regular interviews to collect feedback. Of course, the induction training manual can be set to be bilingual, Finnish and English, to facilitate reading by foreign health professional staff and understanding)
5. It is recommended that employers cooperate with language training institutions to provide language training or translation equipment for employees who have difficulty communicating in Finnish.
6. It is recommended that managers organize multicultural team-building activities within the department to deepen cultural exchanges among employees.
7. It is recommended that employers organize multicultural cooperation training for all employees and provide multicultural communication and management training courses for management.