Impact of Culture on HRM Practices

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain the concept of strategic HRM models which helps in achieving competitive advantage
in market. ...............................................................................................................................3
Discuss the impact of regional and national culture on HRM practices................................5
Explain a appropriate organisational model of employment and organisation leverage in
context of selected firm..........................................................................................................6
Differentiate between HRM practices and personnel management by using Story's 27 points
and various human practices which are conducted by the firm in Asian market...................6
Importance of local culture in hiring and firing & HRM practices needs in
transactional/international market. ........................................................................................9
Examine the difference in relevance of employment law when international HRM influence
local business system. ..........................................................................................................10
Justification with the help of an appropriate example of firm using good HRM practices..10
Recommendation..................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource management refers to an activity which helps an organisation to manage
its human resource in a proper manner, so that they efficiently achieve goal of an organisation
(Adla and et. al. 2019). Human resource management conduct various training and development
programs which increase skills and knowledge of employees. Higher skills motivates employees
to do work with their full efficiency and achieve organisation objective. Human resource
management practices includes various strategies and policies which is conducted by an HR
manager for successfully conducting business operations and activities. It includes various
activities such as recruiting, selecting, training and development, performance management,
compensation management, encourage employee involvement in decision making and so on. For
this report BMW company is taking into consideration. It is a multinational company which is
deals in luxury vehicles and motorcycles. It is an automotive company founded by Camillo
Castiglioni, Franz Josef Popp, Kari Rapp in 1916. Its headquarter is in Munich, Germany and
almost 133,778 numbers of employees are working with it. This report includes various
strategies of HRM, impact of regional and national culture on practices of HRM, organisation
model of employment and organisation leverage used by an organisation. Other than this it
includes story's 27 points of difference between HRM and personal management.
MAIN BODY
Explain the concept of strategic HRM models which helps in achieving competitive advantage in
market.
Human resource management play an essential role in the growth and development of
company (Alshira’h and et. al. 2019). For success of any organisation its important that they
effectively manage its HRM activities so that higher productivity and efficiency of employees is
achieve. Human resource management strategies refers to an overall business plan which helps in
effectively managing its human resource with its business activities. HRM strategies provides
direction for various activities of HRM such as recruiting, selecting, performance appraisal,
compensation management and so on. In context of BMW, they use strategic HRM model for
achieving competitive advantage in market. The concept of strategic HRM model is mention
below:

Strategic HRM model- SHRM means formulating various human resource management
practices and polices which helps in producing employee competencies and behaviours which
helps an organisation to effectively achieves its goal and objective (Armstrong and Taylor,
2020). According to Armstrong, strategic human resource management refers to an approach
which helps in decision making after concerning employment relationship and organisation
strategies and polices (Banfield and et. al. 2018). SHRM is mainly concerned with maintaining
relationship between HRM and strategic management in an organisation. In context of selected
company, strategic human resource management helps in decision making related to employment
relationship, recruitment, training, development, performance management and so on. In context
of selected firm, various concepts which produce value for company are mention below:
 Increase employee engagement- In context of BMW, company encourage employee
engagement in decision-making which helps an organisation to make effective decisions.
While employee engagement in decision making increase motivation of employees which
increase their efficiency level and maintain a good environment in organisation (Berman
and et. al. 2019).
 Brand image construction- In context of selected firm its positive brand image helps in
easily promote its products in market. Brand recognition and customers engagement
increase generate value for organisation (Chelladurai and Kerwin, 2018).
In context of BMW, various components of strategic human resource management which
helps in achieving competitive advantage in market are mention below: