OL 668
Final Project
Business Practice Analysis with Recommendations
Module Nine
Southern New Hampshire University
OL – 668 – Q2320
HR in Global Context
INTRODUCTION
Nimble Storage, an affiliate of the Hewlett-Packard Enterprise is an ever-growing data
storage company that is the “leader in predictive cloud infrastructure” (LinkedIn, n.d.).
Currently employing over five thousand (5,000) employees, Nimble’s talent search rapidly grew
between 2011 and 2013 with hiring an average of at least one (1) employee a day (Bahrami,
2015). Starting with forty-seven (47) employees in 2011, Nimble quickly grew leading to over
eight hundred (800) employees by the end of 2014 (Bahrami, 2015). With its mission to provide
its “customers the industry’s most efficient flash storage platform” (Bahrami, 2015), Nimble
needed to hire trustworthy and valuable employees quickly. Its talent search was based solely on
the skills and capabilities of the candidates being hired which in turn developed a culture that
relied heavily on the “actions, behaviors, and impacts of the individuals that make up the
company” (Bahrami, 2015). Although Nimble doesn’t clearly advertise their global presence,
being affiliated with the Hewlett-Packard Enterprise portrays them to at the very least intend to
expand globally. Below, an analysis of Nimble Storage’s business practices will be completed.
Recommendations on how to improve technological aspects for human resource processes that
will reduce global barriers will then be discussed. Additionally, recommended strategies for
anticipating and mitigating potential risk events as well as fostering organizational cultural
, competencies and the development of interpersonal relationships over global boundaries will be
identified.
BUSINESS PRACTICE ANALYSIS
Within the Global Market
Nimble Storage’s current practices base its talent search on the skills and capabilities of
its candidates (Bahrami, 2015). However, one gap that is seen within the global market is the
consideration and how Nimble’s human resources team addresses the overall culture within the
organization. When doing business within a global market, organizations must consider other
characteristics such as how the overall culture is portrayed and addressed globally. Culture
relates back to the behavior, ideas, and attitudes that are shared and accepted within an
organization (Twose, 2019). Communication in any organization is paramount to the success of
the company. Addressing language barriers, basic customs of the local country, mannerisms,
and gestures that could differ from country to country will be imperative to retain and recruit
valuable employees within the global market (Twose, 2019). By ensuring that the local laws are
being adhered to across the global market, Nimble Storage needs to implement a positive
corporate social responsibility practice.
In addition to the culture and communication gap, how Nimble addresses workplace
etiquette is also missing from the current business practices of their human resources team within
the global market. Workplace etiquette consists of how you address your superiors as well as
how you address “workplace confrontation, rules and regulations, and working hours” (Twose,
2019). For example, organizations based in China seem to prefer to be addressed by their titles
and surnames where organizations in the United States prefer to be addressed on a first-name
basis (Twose, 2019). Furthermore, some countries may consider “working longer hours as a sign
of commitment” (Twose, 2019). Nimble’s human resources team needs to ensure during their
global talent search that culture, communication, and workplace etiquette are all being
considered and addressed based on all countries the organization intends to expand to.
Final Project
Business Practice Analysis with Recommendations
Module Nine
Southern New Hampshire University
OL – 668 – Q2320
HR in Global Context
INTRODUCTION
Nimble Storage, an affiliate of the Hewlett-Packard Enterprise is an ever-growing data
storage company that is the “leader in predictive cloud infrastructure” (LinkedIn, n.d.).
Currently employing over five thousand (5,000) employees, Nimble’s talent search rapidly grew
between 2011 and 2013 with hiring an average of at least one (1) employee a day (Bahrami,
2015). Starting with forty-seven (47) employees in 2011, Nimble quickly grew leading to over
eight hundred (800) employees by the end of 2014 (Bahrami, 2015). With its mission to provide
its “customers the industry’s most efficient flash storage platform” (Bahrami, 2015), Nimble
needed to hire trustworthy and valuable employees quickly. Its talent search was based solely on
the skills and capabilities of the candidates being hired which in turn developed a culture that
relied heavily on the “actions, behaviors, and impacts of the individuals that make up the
company” (Bahrami, 2015). Although Nimble doesn’t clearly advertise their global presence,
being affiliated with the Hewlett-Packard Enterprise portrays them to at the very least intend to
expand globally. Below, an analysis of Nimble Storage’s business practices will be completed.
Recommendations on how to improve technological aspects for human resource processes that
will reduce global barriers will then be discussed. Additionally, recommended strategies for
anticipating and mitigating potential risk events as well as fostering organizational cultural
, competencies and the development of interpersonal relationships over global boundaries will be
identified.
BUSINESS PRACTICE ANALYSIS
Within the Global Market
Nimble Storage’s current practices base its talent search on the skills and capabilities of
its candidates (Bahrami, 2015). However, one gap that is seen within the global market is the
consideration and how Nimble’s human resources team addresses the overall culture within the
organization. When doing business within a global market, organizations must consider other
characteristics such as how the overall culture is portrayed and addressed globally. Culture
relates back to the behavior, ideas, and attitudes that are shared and accepted within an
organization (Twose, 2019). Communication in any organization is paramount to the success of
the company. Addressing language barriers, basic customs of the local country, mannerisms,
and gestures that could differ from country to country will be imperative to retain and recruit
valuable employees within the global market (Twose, 2019). By ensuring that the local laws are
being adhered to across the global market, Nimble Storage needs to implement a positive
corporate social responsibility practice.
In addition to the culture and communication gap, how Nimble addresses workplace
etiquette is also missing from the current business practices of their human resources team within
the global market. Workplace etiquette consists of how you address your superiors as well as
how you address “workplace confrontation, rules and regulations, and working hours” (Twose,
2019). For example, organizations based in China seem to prefer to be addressed by their titles
and surnames where organizations in the United States prefer to be addressed on a first-name
basis (Twose, 2019). Furthermore, some countries may consider “working longer hours as a sign
of commitment” (Twose, 2019). Nimble’s human resources team needs to ensure during their
global talent search that culture, communication, and workplace etiquette are all being
considered and addressed based on all countries the organization intends to expand to.
