Importance of Local Culture in HRM

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Analyse how value was created by the firm by using HR strategies.......................................1
2. Impact of regional and national culture of HRM....................................................................2
3. Organisation’s model of employment along with province organisational levers used by the
firm to create or adds its value.....................................................................................................3
4. Difference between HRM and Personnel Management using storey's....................................4
5. Importance of local culture in human resource management in terms of hiring and firing of
employees and various practices in general or practices need to be carry in international.........5
6. Analyse when international HRM changes local system in terms of their employment laws 6
7. Examples of corporate firms using various HR practices and justifying.................................7
8. Suggestions and Recommendations ........................................................................................7
CONCLUSIONS..............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
The term human resource management is a practice of how to manage people and how to
measure their performance of employees to achieve a better goals and objectives (Albarran,
Mierzejewska and Jung, 2018). It is concerned with hiring, motivating of employees and involve
manpower in an organisation. Various issues and deals related with hiring, recruiting, training
and development, communication of employees. Selected organisation is Pepsico is an
multinational food, snack and beverages and its headquarter in new york. It was established in
1965 and there is amalgamation of Pepsi coca cola firm. For this assessment, various topics are
covered such as how value are created using HR strategies, impact on culture of human resource
management such as regional and national culture, organisational levels that are used to add
value which created a firm practices, differentiate between human resource management and
personnel management using storey's points, importance of local culture in human resource
management and examine differences in term of employment laws.
MAIN BODY
1. Analyse how value was created by the firm by using HR strategies
The term human resource perform motivates employees to achieve a highest level of
satisfaction and maintain organisational culture and to enhance their moral an productivity in an
organisation (Ali and Weli, 2020). HR adds a value to firm for influencing a firm leaders to
train their employees and reward for their better performance to increase their compensation for
regular promotions are also there. Human resource professional using their strategy for
providing various resources to trained and developed of employees for the success of workers in
an organisations. Various ways to create adds value to firm with context to pepsico are as
mentioned below:
Define their customers: Each and every business set its own customers through HR
strategy and it needs to cater their top management, employees in an organisations and potential
employees who work for corporate world. In case of Pepsico, their HR team needs to be identify
their every function depending upon their person to person needs for delivering their personal
experiences.
Measure the value: It is important to know their market value when they sell their
product in same organisation. The right approach would be beginning with one or more value