Culture and IHRM

Culture and IHRM

Table of Contents
INTRODUCTION ..........................................................................................................................2
Main Body ......................................................................................................................................3
Recruitment and selection - Tata (India) and Delloite (UK) ..........................................................3
Function..................................................................................................................................3
Training and development - Nestle (Switzerland) and IBM (US).................................................5
Function..................................................................................................................................5
Rewarding and compensation - Tesco (UK) and Honda (Japan)....................................................6
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
International human resource management is defined as the term used for companies
which are operating in international markets. There is need to manage the HR activities at
international level for enhancing effective functioning of the company. IHRM helps in managing
expatriate management, multiple industrial relation activities in order to meet legal and tax
requirements. It is important to understand different culture and allow them for cooperating with
employees from different areas (Aust, Muller-Camen, and Poutsma, 2018). This enables
working of different employees in different countries. Strong connections are required for
implementing effective human resource management. This report consists of three HR functions
– Recruitment and selection, Training and development and rewarding and compensation. These
are differently operated in different countries. The following report describes difference between
implementation of these functions in context of two different countries. Recruitment and
selection is known as the process by which employees are hired within any company. This is
important for different organisational culture to follow a common process to recruit employees.
Selecting employees is a way used for managing the type of employees hired. Training and
development is the process that is used for enhancing skills of employees and staff members.
Also, another HR practise reward management is effectively promoted within organisations for
proper functioning.
Main Body
Recruitment and selection
Function
The process of recruitment is defined as process by which employees are offered
selection in the company. This is a method in which prospective employees are searched and
motivated for applying jobs within different organisations. This is a process of employment and
it includes a long process consisting of different tasks and activities (Sanders, and De Cieri,
2020). There are different tasks involved in process of recruitment such as job requirements,
vacancy advertisement, attracting customer for applying jobs, short listing candidates, etc. There
are different recruitment strategies adopted by HR practitioners including internal and external.
In context of internal recruitment, company hires candidates through promotion, retrenched

employees, transfers, ex-employees, retired employees, etc. External recruitment sources consists
of employee exchange, recruitment by third party, unsolicited applicants, etc. On the other hand,
selection is defined as process for identifying the best candidate from pool of job applicants.
There is need of requisite qualification and competencies for filling jobs within company. HR
process is functioned properly for determining difference between unqualified and qualified
applicants. There are some activities involved within selection process such as screening,
conduction of exams, eliminating unsuitable candidates, interviews, medical tests, etc. Selection
process is known as time consuming process which is involved in hiring experienced and
talented employees. There are HR managers who are involved in identifying eligibility of
candidate for job position (Edwards, Tregaskis, and McDonnell, 2020).
Critical analysis
From the views of Mir Mohammed Nurul Absar (2012) states that recruitment and selection are
one of the most essential function of HRM. There are various studies which have shown that
recruitment and selection process costs a lot to the company and it has to be managed properly
for developing pool for potential candidates. According to Michael and Excobar (2008), it is
concluded that recruitment and selection have become two important factors for hiring,
recruiting and training the employees and staff (Rees, and Smith, eds., 2017). When there are
recruitment advertisement of service organisation then tangible representation and challenges are
developed for significance of appeal. According to me, culture of workplace is affected by
adopting training and development HR practise (Malik, Pereira, and Budhwar, 2020). It is
concluded that business activities are done in right manner for managing the work. I think that
work has to be managed properly and skills of employees must be enhanced through training and
development.
Hofstede model (India and UK recruitment) - This is a dimension that deals with the fact that all
individuals within the society are not equal. This expresses attitude of culture towards the
inequality. The concept of power distance is defined as extent to which less powerful members
within society are not given power. Indian managers culture focuses on seniors before taking any
decision. On the other hand, culture of UK is different. Here, decisions can be taken on the basis
of facts. They do not wait for approval of senior managers and leaders. When recruitment is done
in Indian company, then senior management is also involved in the decision making. On the
other hand, within UK companies, recruitment is done by the HR department. All employee and