Impact of Local Culture on HRM | Desklib

This article discusses the impact of local culture on human resource management (HRM) and its significance in business operations. It explores how local culture influences HR strategies and practices, including hiring, retention, and communication. The article also highlights the importance of understanding and adapting to local culture for effective HRM.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................3
Explain how value was created by the firm by using HR strategies with examples...................3
TASK B...........................................................................................................................................4
Analyse the impact of regional and the national culture on the practice of HRM......................4
TASK C...........................................................................................................................................5
Use appropriate organisation's model of employment and state the organisational levers used
by the firm to create value...........................................................................................................5
TASK D...........................................................................................................................................6
Using Storey's 27 points of difference between HRM and Personnel Management...................6
TASK E...........................................................................................................................................7
Importance of local culture in the human resources management..............................................7
TASK F............................................................................................................................................8
Examine the differences in terms of employment laws when international HRM changes local
business systems..........................................................................................................................8
TASK G...........................................................................................................................................9
Suggestions for the employees regarding HRM practices to ensure that the organisational
performance is high.....................................................................................................................9
CONCLUSION..............................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is defines as the main component of any organisation. It is
the process of recruiting and selecting the potential customer. It is also concern with the
compensation and providing performance appraisal and providing job related benefits, creating
employees relation within the organisation (Xiao and Cooke, 2020). Employees are the backbone
for any business that play significant role in hiring of potential and skilled employees for the
specific job role. There is a major role of human resource manager in smooth running of
business, with the effective recruiting of candidate by choosing right source of recruitment,
Organisation will work with more potential and skilled employees will give their best in the
achievement of the business goal.
Marks&Spencer is a multinational retailing company which is established in London, UK. The
company is founded by Michael Marks in 1884. It is dealing in wide range of cloths, food
products and home products. Currently the company is operating 959 stores in UK and is the
leading company in the retailing industry. It also made their name in London Stock Exchange.
This report will cover the factors that created the value by the firm with the help of using HR
strategies. It also explains the impact of regional and cultural on Human resource management in
UK and will use the organisational model of employment. Furthermore, It also explains the
difference between HRM and personnel management using storey,s 27 model. The importance
and significance of human resource management in the culture. It also explains the employment
law in internal market and lastly after all the analysis and discussion, Suggest the employee
regarding HRM practices in achieving organizational goal.
TASK A
Explain how value was created by the firm by using HR strategies with examples.
Human resource play an important role in the smoothing running of the organisation and
do all the possible practices to ensure the hiring of the potential staff and skilled staff will do all
the practices to achieve the business goal of the organisation (van and et. al., 2016). It ensure the
positive working environment in the workplace that helps the employees to complete their task
in an effective manner. HR manager ensure the effective utilization of the people by giving

training and developing their skills. There are various ways for marks&Spencer that create value
in the organisation are as follows:
 Effective selection and retention: Human resource is responsible for hiring the potential
employees in the organisation and Right choice of candidate through various recruitment
and selection test helps the company to get their potential candidate in the business which
give their best in the achievement of the business goal. By providing good working
environment, there are more chances for the retention of the employees. They will love to
work in positive environment and apply their best knowledge and practice for attaining
the business goal. Mark&Spencer can develop their employment power by creating good
working culture in the environment.
 Performance appraisal: this is the activity of evaluating the performance of the employee
that what is the status of the employees in the development of the business (Townsend
and et. al, 2019). It will help in identifying the high working employees that are giving
their best in the achievement of the business with their strategic thinking and ideas. After
analysing the progress of the individual, Human resource manger makes the performance
appraisal of the employee on the basis of their work and evaluate them accordingly and
maintain the performance appraisal. This will help the Mark&Spencer to increase the
productivity of the employees by motivating them.
 Providing fair compensation and rewards: When employees will get their deserving
compensation for the specific job role. It will help the employees to achieve the business
goal and then offers prospective reward to the employees on the basis of their
performance. Mark&Spencer enhance their business by providing the fair compensation
to the employees and create good brand image in the market.
TASK B
Analyse the impact of regional and the national culture on the practice of HRM.
Human resource management is completely concern with the people management and
culture and religion is the prospective of the individual and on the basis of that their different
religion and culture, the individual set their goals according to their beliefs (Song, Gu and
Cooke, 2020). Culture is define as the way of living of an individual and the group who have

certain attitude, values, goals and morals. It is the part of human lifestyle that reflects the human
knowledge, belief and behaviour of the individual. Religion is some that is inherent part of
human life that reflect the culture and their shared belief in particular religion. It is the concern of
the society to be in a particular religion and an individual is stick to follow their religion with
regard of ultimate concern for their lives.
The social & Cultural environment includes the work ethics, attitude for work and
motivation of employee in a particular task. For example, monetary reward will value more in
some culture and It helps in the motivation of the employees. For maintaining the good working
environment in the Mark&Spencer. The HRM do performance management of the employees to
evaluating high performance employees in the organisation. Company ensure proper paid leaves
and providing reward to the employees to motivate them and potential employees will contribute
in achieving business goal. Company should make favourable environment by not
discriminating nay employees on the basis of caste, colour, gender, religion etc. these all factors
impact the cultural and religion of the employees in the organisation. With the effective
implementation of free working environment in the organisation, Employee will work with full
potential and leads to earn maximum profit and generate maximum revenue for the organisation.
TASK C
Use appropriate organisation's model of employment and state the organisational levers used by
the firm to create value.
There are various business model that is use in the employment and help the business to
earn maximum revenue and expand their market size (Shipton and et. al, 2016). The 8- box
model by Paul Boselie is a Human resource model which shows the different external and
internal factors that impact the effectiveness of HR working. First of all, the business analyse the
external factors of the environment that include political, economical, social, legal and
environmental changes in the market and impact the functions and operations of human
resources. For example, If there is a unskilled and non-professional candidate in the market. It
will effects the sourcing the employees and hit the recruitment and selection of potential
employees in the organisation. Implementation of laws in the business will impact the operation

of the company and leads the organisation to slowdown as It fails in following all the laws and
rules of the government.
There are various strategies through which external factors will be influenced and these
strategies are as follows:
 Intended HR practices: This is the HR practices which includes the starting point of the
practices. The main motive is the recruitment, training and orientation of the employees.
 Actual HR practices: the HR practices will be nice but they have to coordinate with the
manger and the manager having different prospective. This create hurdle in the balance of
the various activities.
 Perceived HR practices: If the employees perceived the working environment and the
activities and analysed what is going in the organisation (Saks and Gruman, 2017).
Human resources manager and the manager do their best to provide the good working
environment but the perception of the individual can not be changed and the activities
will in a way they actually thinks.
 HR outcomes: there must be strategic planing and thinking while deciding the outcome. It
includes effectiveness, flexibility to the business, which will be the business goal that
help in contribution to the growth of the business.
TASK D
Using Storey's 27 points of difference between HRM and Personnel Management.
Human resource play important role in development and success of the company. This
is the approaching to the employees to give their best in the achievement of the business goal
(Ruona, 2016). It is concern with the recruitment and performance appraisal of the employees
and also concern with maintaining good employees relationship. On other hand personnel
management focuses on hiring the potential employees in the organisation and make them more
efficient to achieve the business goal. This is the business model that differentiate the human
resource management and personnel management on 27 basis and these are as follows:
Basis HRM Personnel management
Rules Human resources management must
have an idea to complete the task and
remain in the business and develop
There are certain rules and
regulation which need to be follow
by the organisation in each step of

the new strategy to complete the task
in the organition.
operations and every action will be
done with the consideration of
organisational rules and regulation.
Management Task It is responsible for retention of the
employees within the organisation
and make sure every employee have
good working condition to complete
their operating duty in the specific
job role. Mark&Spencer will attain
all the management task to increase
their market value in the
organisation.
Personnel management is concern
with the managing all the business
activities to accomplish the each
task within the organisation. It help
in developing the new strategies
and ideas to complete the task.
Contrast Marks&Spencer will maintain
standards and clarity to do the
business and help in achieving the
profitability and growth for he
business.
In Marks&Spencer, the personnel
management will done in a
effective manner so that they give
their best in their job and
contributing in achieving higher
revenue.
TASK E
Importance of local culture in the human resources management.
Human resources play a vital role in the development of the economy and have great
impact on local culture (Bhardwaj and Jain, 2019). This is directly relative to the people
management and culture is something that have a great concern for the individual in their of
attitude, behaviour, religion, cast etc. when these factors comply with the operational activities, It
will help the business to do in a effective manner. Local culture reflect the scenario of the
business and their prospective. There are various factors which shows the impact of local
business in human resources management are as follows:

 when the hiring of employees is from local places. It help in cost-cutting of employees
for reallocation, expense on living, cultural and language training cost. These are the
factors in which Human resources manager can manage their cost on employees and
allocate their cost in to other effective operations. If the employees is from same culture
It will easily adjust in the organisation and leads to growth. Mark&Spencer will able to
operate their business activities and allocate their fund on other department with the help
of hiring the local staff. They better understand the critical problem and various ways to
solve it.
Local employees have more knowledge about the local culture and they can easily find the ways
to solve the problem in a better way with consideration of various aspect of the culture (Afiouni
and Nakhle, 2016).
 Marks&Spencer will help in effective achievement of the business with help of local
employees who have good knowledge the external environment and leads the
organisation to achieve higher sale with available resources.
 When company hire the local employee for the specific job role, It will eliminates the
barrier of language. Candidate will be well known with the local language and this will
help in open communication in the organisation and employees can directly talk to any
level of management. They will be familiar with the language. Marks&Spencer will
enhance their communication channel through the local employees who can communicate
to every one and make everyone understand the respective points.
TASK F
Examine the differences in terms of employment laws when international HRM changes local
business systems.
There are various laws in the organisation which reflect the functionality of the business.
Human resource is completely bound with internal factors as the are dealing with the employees
of the organisation but when it comes to to global business, Human resource have to considered
the external factors as well for the smooth running of the business. Human resources is generally
concern with the employees performance and retention of the workforce in the organisation
(Acquah, Agyabeng-Mensah and Afum, 2020).

There are differences in terms of employment law in international HRM practices that are
follows:
 Host Country nationals (HCN): these are the employees who works in the foreign branch
of the office. They are the representative of the Marks and Spencer and works with full
dedication to increase the sale of the business.
 Third country Nationals (TCN): These are the employees which worked in different
countries, where marks and Spencer is working across the world.
 Parent country National(PCN): These are the employees which work in a company who
is not originated the business or not a native country of the mark&Spencer. These are the
standard law for the employees of the country and followed by mark&Spencer.
There are certain laws and rules through which employee make some contract for the
easy flow of business activity in an effective manner. In UK, Employment right act 1996, that is
related to the unfair dismissal, family leave etc. Factories act 1948, which explain the various
norms for the employee and the certain criteria for employee working condition and environment
in the business. National minimum wages 1998, It says that every employee will get fair and
minimum wages for their specific job role. Mark&Spencer follow all the laws in the business for
creating good brand image in the business and generate higher sale and profit.
TASK G
Suggestions for the employees regarding HRM practices to ensure that the organisational
performance is high.
Human resources management is the important factor in the organisation that create
impactful value to the effectiveness of the business. It is concern with the high performance of
the employees and motivating the employees for effective working in the organisation.
Mark&Spencer should use performance appraisal and provide them fair compensation to the
employees that create value in the organisation with HR strategies. These are the factors which
help in easy effective achievement of business goal. Religion and culture are the main concern of
the individual that reflects the lifestyle of the human being and it reflect the behaviour and
attitude of the employees so Marks&Spencer should make positive working environment in the
workplace so that employees will love to work irrespective of their culture and religion. For the
effective value in the business, Company uses 8- box model by Paul Boselie for measuring the

different business aspect and learn how the business can grow in future. Company will earn
maximum revenue by identifying the different between personnel management and Human
resource management then use each aspect in the right place for the better effective business
activities. It will help the business to sustain in the market with better business. There is a major
importance of local culture in the business so company should hire the local employees who
have a good knowledge of local language and well aware about the different aspect of the local
culture.

CONCLUSION
From the above file it can be concluded that human resource management is that kind of
management that helps in making selection of candidate possible in more effective manner. Also
different prospectus is been covered regarding business. Human resource management makes
working of functions on the basis and fundamental perspective of business organization. There
are different strategies that is been used by them which makes management to be done in more
effective manner. Such strategies selecting process of employee, making tariffing and
development to enhanced. It is he responsibility of Human resource management to seek that
they have been selecting right candidate for job profiles to select criteria. Such strategies also
promotes quality and quantity to be developed in various process regarding employees
selection . Also the discussion makes it clear that HRM management are that kind of practices in
this summarization is been done over lot of aspects of management. This has been done in order
to improve structure of management these are those practices that has been helping in
enchaining selection process. Further HRM helps in developing of better relation between
employer and employee. This makes strengthening of resources possible and helps an
organization in gaining competitive edge within market. It has also helps in making polices and
laws that is to be followed within an organization. Also human resources makes in helping over
unique decision which leads over improvising of ethical code of conduct which is to be followed
within an organization. Personal management has been made within the file that helps in
developing of those techniques that makes an individual develop all kind of requirements
seeking by the management as per the job. Further HRM makes rewards those employees that
has been performing well. In the end designing of job advertisement and description over
Finance department along with offer letter is explained. All these things helps HRM in gaining
stability by making promotion possible for an organization.

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