BMP6003 International HRM.

International
Human resource
management
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Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1.................................................................................................................................................3
Critically appraise the impact of culture on managerial decision making in relation to human
resource management.............................................................................................................3
LO 2.................................................................................................................................................8
Evaluate the management of people as a business resource integral to international
organisational strategies.........................................................................................................8
CONCLUSION................................................................................................................................9
REFRENCES.................................................................................................................................10
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INTRODUCTION
International HRM is determined as a process that include acquisition, allocation and
utilization of human resources at a global business in order to attain the stated objectives.
International HRM is interaction of main three dimensions i.e. activities of human resources,
types of staff and nations of business operation (Aryanto, Fontana and Afiff, 2015).
Organisational selected for this assignment is BMP International which is a manufacturing
company as well as they also supplies metal products at the marketplace. They mainly offer
electronic, communication, automotive, printing and metal products at the United State and
China (BMP International Inc, 2020). The main aim of conducting this assignment is to develop
understanding of international human resources management of BMP International. Topics
included in report are impact of nation culture on managerial decision making as well as it will
also include evaluation of management of people in respect of business resource. Along with
this, it will also include importance of international human resources practices and it also
determined issues related to management of human resources in global context.
LO 1
Critically appraise the impact of culture on managerial decision making in relation to human
resource management
National culture is considered as set of belief, norms, customers and values which are
shared by population of specific nation. This is also determined as specific characteristics like
ethnic, religion, language, colour, racial identity, tradition, culture and many more. For an
organisation it is essential to conduct analysis of nation culture before expanding their business
at the different marketplace. This is so because through that an organisation can effective
develop decision and action plan which directly help them in gaining numbers of advantages at
the new and potential marketplace. In respect of BMP International they want to expand their
business operations and functions i.e. of call centre at the Japanese market so it is essential for
them to conduct analysis of nation culture. It is so because by it they able to understand nation
culture and demand or requirement of Japanese customers as then accordingly they can develop
effective decision. Moreover culture of a nation also directly or indirectly impact on managerial
decision making in both positive and negative aspects. Similarly in respect of BMP International,
their management also need to evaluate nation culture properly because it impact on managerial
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decision making in respect of human resource management, below some impact of nation culture
are given:-
 Employee productivity: It is considered as metric which calculation is based on the
amount of output of a specific project by comparing it with amount of time taken in
whole process. In respect of BMP International, nation culture will impact on managerial
decision making in respect of employees productivity in both positive and negative
manner (Brewster and et. al., 2016). For example if respective company understand and
determine nation culture properly or positively, then they can develop strategies through
which employees can feel motivated. This will so because they able to perform best that
directly enhance their work quality as well as it also increase their productivity. On the
other hand, if BMP International will not evaluate nation culture effectively then they not
able to develop proper strategies which impact on their decision making process. That
will directly impact on the performance of the employees.
 Communication: At a company it is necessary for a management to conduct proper
communication as that will help them in sharing information within as well as outside the
company effectively. For BMP International, it is essential for them to conduct proper
evaluation of particular nation communication style because it may impact positively as
well as negatively on decision making of management. For example if respective
company adopt effective communication strategies according to culture of nation then
they gain numbers of benefits which impact decision making positively such as it help in
team building, enhance growth, aid in adopting innovation, enhance productivity and so
on (Gallardo-Gallardo and et. al., 2015). On the other hand, if BMP International will not
adopt proper communication strategies according to Japanese culture then it may lead to
conflict situations which affect managerial decision making negatively as well as it also
impact on satisfaction level of customers.
 Goodwill: It is considered as intangible assets of a company which directly or indirectly
help company in increasing their sales and productivity at the potential marketplace. In
respect of BNP Internation, nation culture impact on the goodwill of company because
that will impact on managerial decision making in both positive and negative aspects. For
example if respective company maintain positive, motivative and effective working
culture according to the Japanese culture and believe then employees able to conduct
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their work properly as well as it also improving customers experience. This will directly
lead to the increase in goodwill at the marketplace because company is following nation
culture properly. On the other hand, if respective company will not understand nation
culture effectively then it will impact on working culture because employees not able to
conduct work properly as well as it also affect customer's satisfaction level
These are main aspect through which it can be evaluate that how culture may impact on
managerial decision making of BMP International in respect of human resource management.
Along with this there are several advantages which can be again by BMP International by
implementing international HRM at their workplace while expanding their call centre at the
Japanese market. Some of the advantages along with international HRM practices are given
below:-
 International Staffing: According to this HRM practices when a company conducting
their business operations at the international level they need to hire staff according to that
so that they perform task properly (International human resource management, 2020). In
respect of BMP International, in order to conduct their business operations and function
of manufacturing as well as supply, company management need to hire new staff
according to location because that will help them in understanding location market and
requirement more properly. Moreover it will also aid in developing more appropriate
decision.
 Performance management in internation project: In respect of BMP International, for
them it is essential to conduct this practice and in respective HRM practice they need to
considered several factors (Reiche and et. al., 2016). That includes compensation
packages, head quarter's supports, task assigned to expatriate, cultural adjustment and
environment. Through this respective company able to get numbers of benefits at the time
of decision making, appraisal as well as it will also help them in taking decision of
appraisal.
It is essential for a company to conduct their work effectively so that they can minimise
impact of culture in the managerial decision making in respect of human resource management.
In respect of BMP International they are going to expand their business of call centre at the
Japanese market and for them this is necessary consider positive and negative aspects of all
factors connected to expanding business. This is so because through it management able to take
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proper as well as relevant decision which help them in attaining several advantages at their
workplace. Moreover there are several models which can be used by a company in order to
understand nation culture, in respect of BMP International for understanding Japan Culture they
may adopt Hofstede's cultural dimensions model, which is explained below:-
Hofstede's cultural dimensions model:
This model is developed by Geert Hofstede and it is considered as framework for the
cross cultural communication. It generally shows the impact of society's culture on the value of
members as well as it also show how values are related to the behaviour of individual. There are
major five aspects of respective cultural model which help BMP International in understanding
Japanese market and requirement of audiences, explanation of all these dimensions are given
below:-
 Power distance index: It is considered as that extent to that less powerful members of
institutions as well as organisation in a country expect and accept that power is
distributed in unequal manner. There are several low power distance country such as
United State and Canada whereas some have high distance like Japan as well as
Singapore. This show BMP International can effective operate their business at the
Japanese marketplace.
 Individualism Vs Collectivism: Individualism is determined as culture that ties among
the individuals are considered as loose. Country which follow individualism factor are
United State, Great Britain and Australia. On the other hand collectivism is determined as
culture in which people conduct work with collaboration as well as they exchange
unquestioning loyalty. For example Hong Kong, Singapore and Mexico. In respect of
BMP International the must select those countries to expand where there is collectivism
in nature.
 Masculinity Vs Femininity: Masculinity is considered as cultures at which social gender
roles are totally and clearly distinct, such as Japan, Italy and Austria. On the other hand
femininity are those culture which social gender role are overlap like Norway,
Netherlands and Sweden. In respect of BMP International they must adopt both nation
culture masculinity and femininity because through that they can develop positive
working culture.
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 Uncertainty avoidance index: It is considered extent at which members of culture feel
threatened due to uncertain as well as unknown situations. Low uncertainty avoidance
index country are Singapore, Jamaica and Denmark whereas high uncertainty avoidance
nation are Japan, Portugal and Greece. In respect of BMP International it is essential for
companies to develop culture where all members are ready to uncertain situations.
 Long term orientation Vs Short term orientation: It is also known as Confucian
dynamism which denote time orientation of a nation culture. This will include long term
as well as short term orientation as their two main poles. Nation which follow long term
orientation are China and Japan whereas short term orientation are United State as well as
Canada. In respect of BMP international it is essential for them to develop both long term
as well as short term orientation because through that they can conduct business
operations properly in Japanese marketplace.
Pros and Corns of Hofstede's cultural dimensions model
There are numbers of pros and Corns through which BMP Internation can develop
effective decision according to the culture of Japanese market. This will also help them in
conducting work properly according to the culture of nation, below some pros and corns of
respective model are given below:-
Pros
 Hofstede's culture model help BMP International in conducting their day to day activities
in Japan market by understanding their culture.
 This will also help respective company in expanding their business operations as well as
functions related to call centre at international level without facing any types of cultural
hindrances.
 Through this cultural dimension model BMP International able to attract more and more
customers because they able to develop strategies according to the culture aspects of
Japan marketplace.
Corns
 Due to implementation Hofstede's culture model BMP International may face numerous
criticism which may impact on their business operations and functions at the potential
market of Japan.
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 Through this model BMP International not able to pay more attention on the communities
which impact on the business at the local or domestic level at the Japan marketplace.
These are main pros and corns of Hofstede's culture model which are essential to be
considered by BMP International while expand their business of call centre at the Japan
marketplace in order to grow business and profitability level.
LO 2
Evaluate the management of people as a business resource integral to international organisational
strategies
People/employees within an organisation are considered to be the most valuable resource
as they help it in delivering value services to the customers and achieving overall goals and
objectives effectively (Guest, 2017). Employees should be treated in a fair as well as appropriate
manner to ensure the success of an organisation. In order to manage people effectively, an
organisation should have a complete understanding of job designs within the company,
rewarding systems etc. Employees are the people working within an organisation who get
various tasks done. They have knowledge about how the various methods and tools that are used
within the company. Employees are called one of the greatest resources of an organisation as
they are the ones who have direct contact with the customers and as a result have a much more
better understanding of their requirements as well as demands.
BMP International is an organisation that manufactures and supplies different products
that are made from metal. It supplies iron parts, casting products, sheet metals and other
products. The company considers people who work for it as most valuable and thus offers them
various opportunities to enhance their existing skills and develop new ones. The people help
BMP International in developing strategies that are effective and assist in achieving goals and
objectives (Jamali, El Dirani and Harwood, 2015). Employees who are satisfied and engaged to
their jobs, are more likely to contribute to the success of the organisation significantly. If people
will be managed effectively in the organisation, there will be less conflicts and the employees
will feel more motivated. Also, the company will be able to utilise their talents effectively.
BMP International trusts its employees and also considers their suggestions as well as
feedbacks while formulating strategies. Although customers are an important aspect of an
organisation to be successful but the major role is played by the people who work for it. Thus,
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they should be managed by the firm effectively, right and qualified candidates should be hired
who help the company in fighting competition in the market and gain a competitive edge over
others. Aims and objectives that are set by the company should be measurable and easy to
understand that the employees do not drift away while working as well as there is no confusion
about anything. The people management department ensures that healthy relationship is
maintained among employer. Different rewards, benefits and incentives are provided to
encourage them to put in their best efforts to generate effective output.
CONCLUSION
By analysing above discussed point it can be summarise or conclude that there now every
company is operating its business at the international level and for that it is essential for them to
adopt international human resource practices. But international HRM practices get impact
through nation culture in both negative as well as positive manner, that can be determined
through some factors like communication, employees productivity and goodwill. Along with
this, while conducting business internationally firm need to adopt numbers of internation HRM
practices such as international staffing, pre departure training for international projects.
Moreover it will also include other practices like performance management in internation project
and compensation managers in international project. Along with this there are various issues
which are faced by a company in the management of human resources at the global level and that
are related to recruitment, communication and so on. Moreover, by analysing situations of BMP
International there are some recommendation for them which help them in conducting their
business in effective manner. This will include respective company must considered national
culture of Japan because that will help in developing proper decision according to culture, nation
and customers requirement. In addition to this, it is also essential for respective company to
develop training and development strategies so that they effectively perform in the Japanese
market.
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REFRENCES
Books and Journals
Aryanto, R., Fontana, A. and Afiff, A. Z., 2015. Strategic human resource management,
innovation capability and performance: An empirical study in Indonesia software
industry. Procedia-Social and Behavioral Sciences. 211. pp.874-879.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Gallardo-Gallardo, E. and et. al., 2015. Towards an understanding of talent management as a
phenomenon-driven field using bibliometric and content analysis. Human Resource
Management Review. 25(3). pp.264-279.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jamali, D. R., El Dirani, A. M. and Harwood, I. A., 2015. Exploring human resource
management roles in corporate social responsibility: The CSR‐HRM co‐creation
model. Business Ethics: A European Review. 24(2). pp.125-143.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Nankervis, A. R. and et. al., 2016. Human resource management: strategy and practice.
Cengage AU.
Reiche, B. S. and et. al., 2016. Readings and cases in international human resource
management. Taylor & Francis.
Stone, D. L. and Deadrick, D. L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
Management Review. 26(3). pp.181-197.
Online
BMP International Inc. 2020. [Online]. Available through:
<https://www.bloomberg.com/profile/company/7603499Z:US>.
International human resource management. 2020. [Online]. Available through:
<https://www.slideshare.net/rhimycrajan/international-human-resource-management-
17363203>.
The HR challenges of a truly global world. 2020. [Online]. Available through:
<https://www.slideshare.net/rhimycrajan/international-human-resource-management-
17363203>.
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