Importance of HRM Practices in Multinational Subsidiaries

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
How value was created by the firm by using HR strategies.......................................................1
Impact of national and regional culture on HRM practices........................................................2
Organisational model of employment.........................................................................................3
Difference between HRM and personnel management..............................................................4
Importance of HRM practices in hiring and firing of employees in multinational subsidiary...5
Differences in terms of employment laws when international HRM changes local business
systems........................................................................................................................................6
Use corporate examples of firms using good HR practices and literature to justify your stand.6
Suggestions and recommendations for employees regarding HRM practices to ensure high
performance at organisation........................................................................................................7
CONCLUSION................................................................................................................................8
References:.......................................................................................................................................9

INTRODUCTION
Human resource management is the practice of managing manpower within a
organisation to manage the performance of employees. It is essential activity which consist of
identifying required skilled for specific jobs and once the skill is identified for pursuing the job
within an organisation HR manager hire employee to fulfil vacant job with required skills (Bos-
Nehles and Veenendaal, 2019). Their main responsibilities are consist of recruitment and
selection, managing performance of employees, managing rewards for good working workers,
motivate employees, identifying new opportunities for company and many others. Carrefour is
an retailing company which is headquartered in Boulogne-Billancourt, Finance. The company
was founded in 1958 by Denis Defforey, Jacques Defforey, Marcel Fournier and Gustave Badin.
The following report cover creation of value by HR strategies, impact of national and regional
culture on HRM practices, organisational model of employment, difference between HRM and
personnel management, importance of HRM practices in hiring and firing of employees in
multinational subsidiary, differences in terms of employment laws when international HRM
changes local business systems and suggestions and recommendations for employees regarding
HRM practices to ensure high performance at organisation.
MAIN BODY
How value was created by the firm by using HR strategies
It is important to create value within an organisation to earn more profit and reputation.
HRM practices help in creating value for organisation by managing right people at right
place(Veth and et. al., 2019). HR strategies are those strategies which is taken for the benefit of
organisation in context to handle manpower with proper planning. In context of Carrefour, they
attain a good value by arranging people in such a way that their profit earning ratio increases as
the time passes. A proper HR strategy helps in creating value. Carrefour made those strategies
which help them to maximize their production and also helps in overall growth of business.
Some of the HR strategies of Carrefour which add value are explained below-
Talent acquisition and retention- It include to hire best talented people at work area
which helps the company for future expansion. For this, Carrefour made strategies to attain most
talented people of their organisation by providing them benefits of promotions and by providing
them awards. For new comers this organisation take interviews and in case the candidate is
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selected then they were provided proper training under a mentor. This HR strategies of
mentioned company help in adding value at organisation.
People and performance- This HR strategy includes managing manpower in such a way
that their performance increases at full potential to complete a task (Neilson. and São Marcos,
2019). In context of Carrefour, they adopt a Hierarchical management style, this structure tells
that assignments and tasks must be divides to those employees who have maximum potential to
complete the task on time. To manage performance, their strategies is not just to assign task tom
employees abut also to solve the problem which occur during pursuing the task. This help in
eliminating those obstacles of performing a task. Hence, more obstacles is eliminated more better
performance can be utilized by employees. This help in adding value.
Impact of national and regional culture on HRM practices
Culture values describe the behaviour of a workforce inside a company. It describe how
employees behave toward accepting policies and strategies made by senior management to
implement plan. National culture are those culture which analyse the behaviour of population as
a whole nation. It covers beliefs, customs and shared value by the population of a nation. Hence,
Carrefour is require to analyse national culture at those countries where they want to grow(Kiai,
Lewa and Karimi, 2019). In context of Africa, the mentioned company is supposed to expand
their business by considering their values and beliefs. Carrefour is an retailing company hence,
they must try to sold those food products or grocery which impress African people more. It is
important to sold those clothing designs which is mostly wear by Africans to attain their
attraction toward company. Employees of the company are also suggested to perform those
behaviour which will never harm their customers at Africa. On the other hand, Asian population
is more depends on increasing their standard of living by having qualitative product. Hence, to
provide qualitative goods is an good idea to grow in Asian countries. Employees of Carrefour are
suggested to have good relationship with their suppliers and customers in context to influence
them to buy product of their company.
Regional culture is a culture which describe the belief, shared values and customs of a
particular region of a country. It cover small section of society(Conner, 2020). For handling
HRM practices like promotion of product it is compulsory to promote the product by conveying
those messages which did not harm any regional group of society. For the expansion of business
it is compulsory to focus on regional culture first than national culture.
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