Human Resource Management: Strategies, Culture Impact, Employment Models

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
HR strategies in organization.......................................................................................................3
The impact of regional and national culture on the practice of HRM.........................................4
Organizational model of employment.........................................................................................5
Storey's 27 points of difference between HRM and personnel management..............................6
Importance of hiring and firing of local culture..........................................................................7
The differences in terms of employment laws when international HRM changes local business
systems.........................................................................................................................................8
Uses of HR practices Justified with the help of literature...........................................................8
Recommendation to employees about HR practices for higher performance in the business.....9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the practice of managing people for achieving better
performance in company or organization. In such a way that they can help their business for
gaining more competitive advantage (Su, Wright and Ulrich, 2018). Auchan is multinational
retailing company and operates the world's largest retailers with having various and well-
developed countries. It also operates shopping centre along with which offers financial services
to their loyal customer. This report explain about the HR strategies and the impact of regional
plus national culture on HRM practice in India. Organizational employment model and 27 points
of difference between HRM and personnel management. Furthermore, explain about the hiring
and firing importance of local culture and the practices that are carried out by the HRM in
transnational subsidiary. Along with this also examine the difference employment laws and
corporate examples which used the best HR practices. At last this report based on discussion and
suggestion that can make the employers regarding HRM practices to ensure about the
organizational performance is high.
MAIN BODY
HR strategies in organization
Auchan organization human resource department plays important in making their
organization to be more successfully along with this also being more responsible for hiring new
talent. This might be also include the developing a positive workplace environment and culture.
Here are some HR strategies that are must be required to organization for creating more value:
Legal requirements:-
It seems to be most important to follow the legal requirements for making ensure about
the protect business and the employee (Thiefels, 2020). For instance it can be also seems that full
time job employee have must be required another important legal requirements. As workers
compensation must be required for their employee and keep their motivated for having their
work mode quickly and make their skills well-developed.
Employee engagement:-
In organization employee engagement seems to most important that could help for
making the organization more developed and keep their goals to be achieved. After all, an
engaged employee is being more productive and help in increasing the employee for bringing

more out the culture and many other more strategies. While by this human resource in Auchan
can also provide the incentives, employee surveys and employee activities through which that
could help them for having their better growth in organization.
Career advancement programs:-
Auchan organization human resources have also required to organized development
activities for their employee and through which that could help in sustain employee engagement
(Olson and et.al.,2018). This means that given the opportunities to progress the personally and
professionally for their organization employee. In addition, this might be helpful for creating
high value chain and make the better communication along with the leadership development
program that also teaches employees to become more over to effective communication.
Performance management system:-
In making the goal setting successful, the organization are must be required with the best
system place. HR strategies might be also have their focus on the performance system and
tracking over their people. It being more difficult for employee to work over their progress and
stay motivated in reaching their goals. Employees in organization should be keep more
motivated and managed their work while through which that could help them for developing
benefits in organization.
The impact of regional and national culture on the practice of HRM
The culture differences in Auchan organization that have impacted on HR practices and
that might be also led for having the effective communication, confusion among the HR and
some other employees. In recruitment policy in India hiring employees seems to be depend on
the cultural attitude and that could be the most important things for organization. As when
organization required to expand over their business they are must be tend to follow the policies
and practices for hosting over the various countries. While in France some employees feels about
their negative impact on their policies and make over their more motivated for completing the
work on time.
The regional human resource management practices in India that could keep the foreign
subsidiary as they has the better understanding about the culture and various other policies
(Goswami, 2017). While at national level in France the HR practices are must be required to
have their interaction with the employee as they get transferred to different division around the
globe and so that could be understand various countries culture. Selection process that could be