Question

Recommendation 
Present a people-related recommendation that directly addresses the identified challenges. Explain why this recommendation is essential and how it will help Proximie achieve its performance and growth objectives. Use relevant frameworks to justify how the recommended strategy will support Proximie’s people management goals for continued performance and sustainability in the industry. Identify the possible consequences of the recommendation and how you plan to mitigate some of the undesirable consequences.

Solution

Recommendations

Targeted Talent Retention

To enhance retention, Talent Development and Engagement Program should include career development pathways, skill workshops, performance-based incentives and based on the Harvard’s HRM model focus in aligning employee development to organisational goals. For competitive fields such as healthcare technology and XR, Proximie can encourage cross learning and the implementation of regular workshops in how to model a well-functioning organisational strategy for the alignment of XR healthcare technology in order to support continuous professional growth. This way, Proximie can build loyalty and motivation following the Herzberg Two-Factor Theory of employee satisfaction (see figure 7). While these initiatives might increase costs at first, Proximie can phase the rollout of the program and begin with essential training for priority roles (Kurt,2022). Managing costs through this phased approach would help Proximie in the successful implementation of these initiatives. There may also exist resistance to new performance metrics. To solve this, Proximie should place these metrics over time, coupled with clear communication as to how they contribute to career development.

Herzberg’s Two-Factor Theory

Figure 1: Herzberg Two-Factor Theory of employee satisfaction

Source: Kurt (2022) (Kurt,2022)

Cross-Cultural Integration

Effective teamwork within Proximie across the globe, demands cultural sensitivity. Proximie can address this through the Talent Development and Engagement Program by developing culture bridge sessions as well as forming virtual cross-functional teams that help improve communications across different global offices. According to Żemojtel-Piotrowska & Piotrowski (2023), these programs would be referenced to Hofstede’s cultural dimensions theory, bringing in team members to assimilate cultural understanding to communication and collaboration style in the region. It would also encourage building cross functional teams who align with Proximie’s global values and its mission. If unaddressed, resistance to cultural training, or misunderstandings in communication while employees adjust to cultural integration protocols, are some of the potential consequences. To address this, Proximie should engage employees in integration activities, give feedback and ensure transparency.

Leadership Training and Succession Planning

For Proximie to reach its long-term sustainability drive, talent development and engagement program should include structured leadership development and clearly defined succession plan. With mentorship and guidance from its promising employees, Proximie can train these employees for potential senior roles. The stability is ensured through a reduction in external hires and thereby disruptions in leadership are mitigated. However, cost of leadership training is probably high, therefore Proximie could start by focusing on high potential employees to ensure the efficient use of resources (Howard et al., 2020). Also, the candidate for leadership selection may lead to competition among employees that may in turn affect morale. To mitigate this, Proximie must use transparent criteria and communicate that more than one path to leadership exists, thus, enabling an inclusive development environment.

Conclusion

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