Convergence and Divergence in International HRM: A Critical Analysis of India and UK

Running head: INTERNATIONAL HRM
International HRM
Name of Student
Name of University
Author Note

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Introduction
The modern world is more volatile and competitive than earlier. Organisations focus
on gaining more innovative sources that are required for the expansion of a business. The
concept of gaining a competitive advantage has increased and country grouping is done
keeping in mind the differences and similarities that exist in the business undertaken by the
organisations. Thus, there exists the application of convergence in the competitive advantage
of human beings. However, as stated by Vapnik and Chervonenkis (2015) while pursuing the
convergence, certain divergence also exist that strikes a balance between specific aspects and
the manner in which resources are to be utilised. These patterns play a vital role in managing
human resources worldwide. The essay discusses the convergence and divergence that exists
in the managing of business in countries like India and the UK. Critical analysis is undertaken
to understand the limited aspect of convergence in the HR systems worldwide.
Discussion
According to Brewster et al. (2016), convergence and divergence are concepts that are
used not only in the workplace but also in the daily lives of people. Convergence is
considered as a tendency wherein members of a group are clustered based on the likeness that
exists among one another. In the business terms, such a similarity of thoughts and processes
are known as company culture that plays an important role in the success of an organisation.
On the other hand, Sparrow, Brewster and Chung (2016) stated that divergence is the
tendency of group members to be less alike as compared with the other members of the
group. Such a tendency can affect an organisation in a negative manner, as employees cannot
provide the required efficiency that is required for the success of an organisation. Hence, in
this regard, Wilton (2016) commented that convergence is useful once individuals spend time
with the people that resemble their personal interests. At the same time, it is also necessary to

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break away from a group that provides dissatisfaction to the employees in a group as it may
affect their performance in a negative manner. Thus, an argument for and against the two
concepts usually hold true for the success of HR system in organisations.
In the words of Kramar (2014), it is seen that convergence brings about a form of
unity among the people working in an organisation. The company culture is developed that is
usually based on the similarity of characters, behaviour, thoughts and philosophies. At times,
it is seen that a convergence group most people rebel against the norms of work that is
developed within an organisation. Workaholic people often form such norms so that the
organisational productivity may increase. Nell and Signorelli (2015) stated that violation of
the norms warrants rebel from the other members of the group and the tendency to prevent
further violation are undertaken. Working in an organisation with people that are addicted to
work can define the concept of convergence in a proper manner. Such cultures are normally
seen in India wherein people believe that getting out of work at an earlier time means that the
person is not pulling their weight. Due to this concept, it can be said that convergence
instigates certain methods that need to be adopted so that new ideas can be generated. One
such method is the utilisation of affinity sort to recognise patterns. This can be done by
categorising similar things and trying to identify the differences between the things.
According to Langford and Bryan (2015), an establishment of the evaluation criteria
is done so that common goals and metrics are achieved that can help in the evolution of new
concepts in a consistent manner. In a country like India, the application of the convergence
concept is high as people form groups not only in the workplace but also outside it. Political
involvement along with the involvement of trade unions at the workplace often results in the
formation of a convergence group that identify various similarities with one another.
However, Preuss and Barkemeyer (2015) argued that problems might arise between the
groups that may have a negative impact on the individuals as well as the organisation. Thus,