Cultural and HRM Issues for UK Business Locating Call Centre in Japan

This report evaluates the cultural and HRM issues for a UK business locating a call centre in Japan. It discusses the challenges of recruitment, management, leadership, and acquiring skills and knowledge in a different cultural context. The report analyses the impact of Hofstede's cultural dimensions on the business operations and suggests strategies to improve the productivity of the workforce. The report concludes with the advantages of running a business in Japan.

Critically evaluate
cultural and HRM issues
for a UK business
locating a call centre in
Japan

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A critical evaluation of cultural issues which UK companies might require to consider at the
time of locating a call centre in japan..........................................................................................2
Critical evaluation of HRM issues that UK companies require to look when locating a call
centre operation in japan..............................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is a division of business which helps the organisation to
find a talented candidate (Taylor, 2022). Human resource manager needs to perform several
work duties and responsibilities while working in the company. It includes recruitment, establish
a effective connection with the management to carry out the operations smoothly in the
workplace. The report aims to analyse about critical evaluation of cultural and HRM issues. On
the other hand, there is also an discussion about the duties which HR manager has to perform at
international level. Along with that, the main purpose of of HR manager is to achieve the
organisation goals and objectives in an effective manner. Clean answer call centre is a successful
outsourcing company. They are an expert providers in giving quality services to their customers
in the market. The company is doing their operations for more than 10 years in different regions
all across in the world. The organisation gives employment to various individuals in the market
and holds a total workforce of 500 to 1000 employees in the company. For further instance, there
will be discussion about different issues which HRM manager faces while shifting the business
from UK to japan.
MAIN BODY
Human resource manager plays a major role in the organisation. By carrying out
operations effectively the organisation achieve necessary goals and objectives in the market. On
the other hand, culture is a system of work which includes ethical values and beliefs (Horwitz,
and Mellahi, 2018). The main purpose of the organisation is to benefit the society with the help
of ethical code of conducts. Good organisational structure achieves higher productivity at all
levels of management. Higher productivity helps the company to achieve their goals and
objectives at a fast pace. Human resource practices includes certain activities which help the
employees to perform better. It includes right training and development program, motivation,
problem solving, time management etc. the duties should be performed by the HR manager to
become more effective in the workplace. The main focus of the company is to inherent these
skills properly to improve the affectivity in the market. At, first the organisation might face some
difficulties to achieve their goals and objectives in the market.
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A critical evaluation of cultural issues which UK companies might require to consider at
the time of locating a call centre in japan.
Organisational culture includes values and beliefs which help the organisation to work
effectively in the market. Positive mindset of employees improves the productivity of the
workplace (Hamada, 2018). Human resource recruitment strategy needs to be effective to find
the talented employees for the best job position in the workplace. In context to Clean call answer
centre the organisation has to address certain problems while locating their business operations
in new regions like japan.
Application of hofstede's cultural dimension is model is suitable in every aspects for the
business-
This cultural dimension theory was developed by Hofstede in 1973. The major role of this theory
is to understand the employee perspective in different regions. It is further divided into six
categories which are described below:
 Power Distance Index – This factor measures the most probable extent of inequality and
power which is tolerated by the company in difficult situations. On the other hand, the
employees had to respect the decisions of top management and work in a systematic
manner. Power distance index indicates there are certain levels of bureaucracy and power
differences in the organisation (Debroux, 2022). In accordance to the clean answer call
centre the organisation has the equality factor while locating their business in japan. HR
manager has to work in most productive manner to achieve the inherent goals and
objectives which are set by the management. Human resource department has to
distribute the work and delegation of authority systematically. In japan the situation is
quite opposite the organisation follow different level of working style to perform
effectively in the market. All the decisions are made by the management and to make that
decision final the suggestion of different employees are taken into consideration. In clear
answer call centre the HR manager find it difficult to carry out the effective operations in
the workplace.
 Individualism Vs Collectivism – In this cultural dimensions it is considered that the
groups performs in a structured way. On the other hand, the individualism suggests that
there is greater place in the organisation for the particular individual. The person gets the
recognition and promotion individually while achieving the organisation goals and
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objectives. In japan the person only cares about the self image which must be productive.
The region is quite different from other countries there is collectivism in the society. The
individual has to make the career by choosing the right path and works towards that
inherently to achieve the goals and objectives. In context to clear answer call centre the
HRM the manager might find collective employees which had a clear goal. The HR
manager has to provide them right training and development to improve the productivity.
If the HR manager fails to provide right training to the candidates. They will not be able
to show their full potential which is big challenge for the organisation. The company has
to carry out their operations smoothly to generate more revenues in the market.
 Uncertainty Avoidance Index – In this particular situation the organisation tries to
control the future business activities and operations. The organisation might face several
difficulties to predict the future. Japan is the most uncertain region due to changing
market conditions (Sims, 2019). The country is facing natural calamities every year
which affects many businesses in the market. For the organisation like clear answer call
centre the management and HR manager has to prepare themselves for the market
uncertainties in this region. The organisation has to evolve themselves according to the
current market situation of Japan.
 Masculinity VS Femininity – This dimension includes several factor which is preferred
by the society. It includes equality, behaviour, achievement of individuals etc. This factor
divides the the opposite gender under Masculinity and femininity. According to this
model masculinity comes with different characteristics. It includes material achievement
and wealth building. The male proves to create more domination under this dimension .
On the other hand, femininity includes several factors like quality of life, nurturing, fluid
gender roles etc. In a region like japan high masculinity factor creates a expandable
growth in wealth and success of various individuals in the market. Female candidates
face tough challenges to capitalise various opportunities in their life. For Clear answer
call centre the organisation has to treat their employees equally and give more promotion
opportunities for the self growth.
 Long term orientation Vs short term orientation – This cultural dimension suggests
that the extent of the society views is measured by the time horizon. In long term
orientation the organisation makes focus is one the long term goals and profits. On the
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other hand, in short term orientation the organisation makes several decisions and
strategies to generate the maximum revenues in the current market. In Japan most of the
organisation adjust themselves to achieve the future goals and objectives on the long term
basis (Duxbury, 2021). While locating a call centre in japan Clear answer call centre
management has to study the market effectively. The HR manager has to perform work
duties and responsibilities in a systematic manner. Human resource management should
establish a chain system between the management and the employees. This could help the
staff workers to become more productive in the workplace. Clear answer call centre could
face several difficulties in the beginning to implement this plan.
 Restraint Vs Indulgence – This dimension considers the extent tendency of a person to
fulfil its desires. The main purpose of this cultural dimension is to show a point of view
of the society to fulfil the impulses and desires. Indulgence factor shows that the
individual could enjoy their life by working in an effective manner. On the other hand, in
restraint individual might enjoy their life but the person feel certain barriers like fulfilling
the needs of the society and the family (Malik, Froese, and Sharma, 2020). For Clear
answer call centre the region japan is different from other countries. The HR management
has to recruit those candidates which are capable of doing something for the society and
the organisation. The company could improve their performance by recruiting a
productive workforce.
From the above theory it clearly shows that Hofstede's cultural dimension is sates to
become effective for the organisation. It helps the company to understand various behaviour of
the society. On the other hand, the organisation could understand the evolving market condition
with proper research and knowledge. In case of clear call answer centre the management
experience plays an important role. It might help the company to get success in a region like
japan. The organisation could implement different strategic plan to improve the market
sustainability.
Critical evaluation of HRM issues that UK companies require to look when locating a call
centre operation in japan.
Human resource management main responsibility is to recruit talented candidates in the
organisation. On the other hand, Internation human resource management has to perform these
duties at an international level (Bailey, and et.al 2018). The main focus of the HR manager is to
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create diversity at different levels of management. Their duties and work responsibilities ensures
that the company carry out a sustainable performance in the market. Within, the case of Clear
answer call centre the organisation has to look for different opportunities in the region. The
company has to transform their core level of practices with new methods and strategies. In a
region like japan the companies seeks for technological growth in the market.
Clear answer call centre could innovate new ideas to improve the quality of performance
in the market. The main strategy for the organisation is to find an effective system which
increases the productivity of the employees. The HR manager could develop different qualities
like effective leadership, communication etc. Management practices are different in japan the
company could face several difficult situation at starting.
There are different types of challenges which Clear call answer centre will face while
commencing their business operations:
 Recruitment of Talented employees – This is the most important work responsibility of
human resource management. In a region like japan the HR manager has to recruit the
talented employees by using various recruitment methods. On the other hand the HRM
department has to provide best training and development to become more productive in
the workplace (Pandya, 2019). The management has to use different methods and
strategies like promotion, recognition to motivate the employees in an effective manner.
In Japan Clear answer call centre HR manager could take the benefit of the technological
factor. The main motive of the technology is to attract different talented candidates foe
the nest job position in the workplace. The management might face language barrier they
had to adapt to this situation properly. The HR management has to put efforts and
perform their duties in a best possible way.
 Effectiveness Management – It is the most important factor in terms managing the
effective performance of the company. Human resource manager has to carry out the
operations smoothly in the market. The manager has to find productive employee to
attain the organisational goals and objectives. Clear answer call centre management and
HR department has the right experience to generate a sustainable performance in the
market. On the other hand, the organisation could divide the employees into different
groups and generate maximum productivity in the workplace. In japan the company
could follow hierarchical to distribute the power at different levels of management.
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 Improving the leadership quality – This quality only develops with proper practice and
right experience while doing various operations in the market. The HR manager must
improve this leadership quality to ensure that the employees in working in an productive
manner. In case of clear answer call centre the HR manager must work on the
productiveness factor which helps the organisation to have an efficient growth in the
market (Stone, Cox, and Gavin,2020). The organisation has the ability to look for new
opportunities and diversify themselves according to the current market position in japan.
Due to their sustainable and good performance in UK. It helps them to have quality
amount of investors in the market. The organisation could follow up the partnership with
different brands and shareholders. This will help them to boost the sales in a region like
japan.
 Acquiring different Skills and Knowledge – Human resource management could
expand their knowledge by learning different skills. On the other hand, the manager has
to follow a strategic organisational structure to increase the work efficiency at various
levels of management. The Human resource department hast to transform their way of
working in an effective manner. This will help the organisation to capture a huge share in
the market. Clear answer call centre HR management has the right skill set and abilities
to make the business more profitable in the region like japan. They had to innovate new
ideas to fulfil the market needs in an effective manner.
There are various advantage while running the business in japan. These advantages are
described below:
 Technological Growth – This is the most important factor which makes the region
different. The organisation has the advantage to take the benefits of various technological
factor (Ryan, and Derous, 2022). The HR manager could possibly look new recruitment
opportunities in the market. They could find talented candidates which helps the
company to attain the goals and objectives in the market.
 Benefits of the management system – In Japan the powers and authority distributes at
all levels of management. This helps the company to create new innovative ideas and
make the organisation more efficient in the market. The human resource department clear
answer call centre could coordinate with the top management to make different decisions
and innovate different ideas to generate more revenues in the market.
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 Advantage of indulgence – There is a clear advantage of this factor. In Japan the person
feel motivated and become more productive to help the organisation for attainment of
goals and objectives in the market (Suto, and Takehara, 2018). The HR management of
clear answer call centre could find talented employees which are productive and help the
company to capture a huge share in the market.
CONCLUSION
From the above report it has concluded that the organisation find various difficulties in shifting
their business in new regions. On the other hand, the companies human resource department
could use various strategies and methods to generate more revenues in the market. Along with
that there is a discussion of the hofstede's cultural dimension model which helps the company to
understand the market of japan. For further instance, there is discussion about several advantages
which makes japan region more effective in the technological manner.
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REFERENCES
Books and Journals:
Taylor, A., 2022. Contemporary HRM Practices in Japanese Small Business. In Small Business
Management and Control of the Uncertain External Environment. Emerald Publishing
Limited.
Horwitz, F.M. and Mellahi, K., 2018. Human resource management in emerging markets.
Human Resource Management, pp.337-357.
Hamada, T., 2018. Japanese company’s cultural shift for gender equality at work. Global
Economic Review, 47(1), pp.63-87.
Debroux, P., 2022. Employment of senior workers in Japan. Contemporary Japan, 34(1), pp.58-
86.
Sims, R.R., 2019. Globalization and Human resource management. Human Resources
Management Issues, Challenges and Trends:" Now and Around the Corner", p.31.
Duxbury, N., 2021. Cultural sustainability, tourism, and development. Cultural Sustainability,
Tourism and Development:(Re) articulations in Tourism Contexts.
Bailey, and et.al 2018. Strategic human resource management. Oxford University Press.
Pandya, B., 2019. A competency framework for virtual HR professionals in an artificial
intelligence age. In Proceedings of the International Conference on Applied Research in
Management, Business and Economics (pp. 27-48).
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Ryan, A.M. and Derous, E., 2022. Recruiting and selecting with culture in mind: Insights and
emerging Issues. In The Oxford Handbook of Culture and Organizations. Oxford
University Press..
Suto, M. and Takehara, H., 2018. Corporate social responsibility and corporate finance in
Japan. Springer.
Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a
conceptual framework. Journal of Business Research, 109, pp.524-535.
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