1CULTURE AND HRM Culture is an important factor that shapes the activities that are carried out by people of a country (Gurung and Prater 2017). Thus, the culture is a factor that must be considered by companies while they are establishing a business in a certain locality. Companies should be able to identify the factor in the culture, by identification of which they can capitalize on the needs that can help the company in complying with the activities that can help me in gaining favourable nature of outcomes while they are operating the said area. The aim of the papers is to critically evaluate the scope of cultural determinants in South Korea to influence the Human Resource operations of a company. Regardless of the nature of operations of an organisation, the sustainability of an organisation is theoutput of all the functional departments that exist within an organisation (Hunnicuttet al. 2016). Among the various functional departmentspresent within an organisation, it is the role of the human resources departments of companies to look into the recruitment of human resources into the organisation (Kimet al. 2017). The man power or the human resources within an organisation are responsible for the development of the factors that contribute to the success of the employees and the employees as a whole (Rush and Sanders 2018). Thus, it is the role of the human resources of an organisation to look into the cultural factors that helps in sustaining a favourable work force. Among the various issues that the human resources must comply with, the culture of a place is factor that dateline the overall proceedings of an organisation. The culture of an organisation is the factor that must tapped in order to ensure that the company is being able to develop favourable relationships with the employees. This a factor that must be specially considered when it comes to operations of a multinational organisation. A company carrying out business in an international level might not be accustomed with the practices that are carried out in the country that they are looking to carry out business in. Hence, the aim of the company is to carry out activities with the help
2CULTURE AND HRM of which they can identify the basic cultural factors that can bolster the operations of the company in terms of development of favourable relationships with the employees who have been recruited from the location that the company is newly operating in. The aim of companies is to carry out activities that help them in gaining favourable nature of outcomes while they are operating in a specific location. The main scope of concern is for the employees who are being recruited from the host country that is the country from which the employees can be recruited when a company decides to establish itself in a country that that they are new in. Employees could be sourced from the hoe country of the company that is expanding.However,thisresultsinincreaseofexpendituressuchasrelocation, transportation, accommodation and others. Thus, companies look to source its man power from the country that they are established in. This not only helps companies in reducing the amount of expenditure and also allows itself to carry a form of CSR activity in the form of providing employment opportunities to the people of a said country. It is also applicable for countries establishing a business in their own country that is a company operating in its own country. The country that is being considered in this case is South Korea and the following section will discuss the impacts four cultural factors that exists in South Korea and the impact of the same in activities of human resources operations of companies. There are various factors that collectively determine the culture of a place. These factors can differ based on perception of individuals; however, they can be justified with proposals that are made by scholars and researchers.Hofstede cultural dimension theory defines a list of factors that are responsible for the development of a particular culture in a particular location or country.According to the theory, it can be said that there are dour factors that assimilate to develop the culture of a said location or country (Jiang 2017).Power distance,Masculinityversesfemininity,uncertaintyavoidance,individualismversus collectivism and performance orientation are some of the most crucial factors that determines
3CULTURE AND HRM the differences in culture that exist in the South Korea (Jiang 2017).Hence, these are factors that will influence the operations of human resources in the said South Korea. Four dimensions of culture will be analysed. Power Distance refer to the parity in power existing in the society (Jiang 2017).It can eb said that there exists power distance in a country if the people of the country are okay with the distribution of power that exists in a country. There exists power distance in South Korea and it is determined by the class that individuals belong to or the degree of education that they have attained, Hence HRM of companies need to be mindful of the same while operating in the recruitment and selection.Masculinity verses femininity refer the structure of gender roles that exist in the country (Jiang 2017).South Korea can be considered a male dominated society where males occupy leadership roles in organisations and are more established in politics. However, according to the constitution of the country, equality is a factor that has to be realized as result of which almost 50% of the women of the country work outside their residences (Brussevich, Norris and Khalid 2019). HRM of companies should capitalize on the same with the help inclusion and diversity policies that can aid in contributing to the equality quotient as established by the constitution of the country.Individualism or collectivism refers to the capability of individuals in carrying out activities in an individual or a collective manner (Jiang 2017).It determines whether people are likely to likely to maintain small families or large families. In South Korea, the working-class lives in nuclear families while the other might live in big joint facilities. The HRM of organisations should look into the same and ensure that they are able to develop remuneration and allowances that help in complying with the social framework of the country.Uncertainty avoidance refers to factors that determines the importance of principles and ethic when it comes to practices and conduct of individuals (Jiang 2017).Principles, values and code of conduct is established by the
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4CULTURE AND HRM society and people have to abide by the same. Thus, HR of companies have to identify and abide by the same when they are in operations. On a concluding note it can be said that the culture is a factor that must be considered by companies while they are establishing a business in a certain locality. it is the role of the human resources of an organisation to look into the cultural factors that helps in sustaining a favourable work force. From various issues that the human resources must comply with, the culture of a place is factor that dateline the overall proceedings of an organisation. With referencetoSouthKorea,powerdistance,masculinityversesfemininity,uncertainty avoidance, individualism versus collectivism are some of the most crucial factors that have been analysed to determine the cultural compliances that exist in the South Korea.
5CULTURE AND HRM REFERENCES Brussevich, M., Dabla-Norris, M.E. and Khalid, S., 2019.Is Technology Widening the Gender Gap? Automation and the Future of Female Employment. International Monetary Fund. Gurung, A. and Prater, E., 2017. A research framework for the impact of cultural differences on IT outsourcing. InGlobal sourcing of services: strategies, issues and challenges(pp. 49- 82). Hunnicutt, B.J., Jongbloets, B.C., Birdsong, W.T., Gertz, K.J., Zhong, H. and Mao, T., 2016. Acomprehensiveexcitatoryinputmapofthestriatumrevealsnovelfunctional organization.Elife,5, p.e19103. Jiang, X., 2017. Discussion on the Methodology of Hofstede’s National Cultural Theory. InAsia International Symposium on Language, Literature and Translation(p. 443). Kim, A., Ryu, S., Kim, S. and Lepak, D.P., 2017. Determinants of the strategic involvement of human resource departments: evidence from large South Korean firms.Asia Pacific Journal of Human Resources,55(1), pp.44-63. Rush, B. and Sanders, S., 2018. Brief Amici Curiae of Scholars of Law, History, Bioethics, Gender, and Sexuality in Good v. Iowa Dept of Human Resources.Iowa Dept of Human Resources (November 4, 2018).