International Human Resource Management Assignment Doc
Added on 2020-02-24
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Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT International Human Resource ManagementName of the StudentName of the UniversityAuthor Note
1INTERNATIONAL HUMAN RESOURCE MANAGEMENT Topic: HR practices may not produce the same results in different cultural contextsAs defined by Kooij et al. (2013), human resource practice is the strategic activities thatenables that human resource personnel in developing their leadership plan. Employee skilldevelopment plan is also considered under HR practice. The success of a business organization ishighly dependent on the performance level of every individual employee associated within thebusiness organization. Based on the performance level of every individual employee the businessorganizations tend to earn sufficient revenue. As per the human resource practices employees areneeded to be motivated towards performing well. It is undeniable that a particular businessorganization is constituted with the employees of different cultural backgrounds and attitudes.While managing the performance or career level of an individual employee the organizationalhuman resource management team has to face innumerable barriers in communicating with theemployees of different geographical boundaries or cultural attitudes. While making a careerprogression plan both the organizational managers as well as executives have to face difficulties.As per the opinion of Pichler (2012), Career managementis the continuous planning ofactivities that engages one towards better fulfillment of job satisfaction, growth as well asfinancial stability. While appointing within a business organization the business managers intendto develop various career management and career progression plan for rending a financialstability within the organization. At the same time, it is also undeniable that career managementplan makes an individual professional more confident towards the business services. As per the point of view of Alfes et al. (2013) career management plan varies from oneculture to another. Employees belonging to other cultural backgrounds have to face innumerablebarriers in communicating with the human resource managers at the workplace. They have to
2INTERNATIONAL HUMAN RESOURCE MANAGEMENT face psychological hindrances as well while interacting with HR professionals regarding theircareer management plan. In this kind of situation those kinds of employees having an issue withcultural and religious backgrounds have to face difficulties for being the active part of careermanagement plan. Peretz and Fried (2012) opined that in order to develop the career progressionplan human resource managers have to provide an effective training and development session forenhancing the skills and competency level of the employees. In this kind of situation, peoplebelonging to other cultural backgrounds and attitudes have to face innumerable difficulties forbeing the part of this training and development session. Those employees have to face challengesin interacting with the professional trainers due to the lack of language flexibility. Automatically,those employees having different cultural backgrounds get deprived of receiving an effectivetraining session. Tang and Tang (2012) has however, differed the point of view of previous researchscholar fervently. As per the opinion of this particular eminent scholar every businessorganization aims to provide an effective training on communication skill to those employeeswho are having lack of language flexibility. In this kind of situation, people belonging todifferent cultural backgrounds and attitudes get the opportunity to develop their communicationskill first. As per human resource management practice career management plan is one of themost integral parts of motivating employees towards performing well. In this kind of situation,employees having different geographical and cultural backgrounds do not have to face barriers inattending the career progression session. Ceylan (2013) opined that they can gain the flexibilityof interacting with the trainers after developing their communication skill. However, thisparticular study after developing the career management plan has evaluated that businessorganizations should recruit employees belonging to from different cultural backgrounds. After
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