Impact of Local Culture on HRM Practices

This article discusses the importance of local culture in HRM practices and its impact on employee satisfaction and organizational success. It explores strategies and concepts in HRM, differences between HRM and personnel management, and the role of local culture in shaping HR practices. The article also highlights the significance of employment laws and provides corporate examples of firms using good HR practices.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
Human resources strategies and concept.....................................................................................1
The impact of regional and national culture on the practice of HRM........................................2
Organisation’s model of employment and state the organisational levers .................................3
Difference between HRM and personnel management..............................................................4
The importance and significance of local culture and HRM practice.........................................5
Differences in terms of employment laws when international HRM changes local business
systems........................................................................................................................................6
Corporate examples of firms using good HR practices..............................................................7
Recommendation on employers regarding HRM practices........................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
HRM including the process of selecting, hiring, recruiting, staffing of the candidate. It is
backbone of the organization which is responsible for overall operation of the company. It also
responsible for give right job to the right person, that employee will satisfy as well as
organization. HR department is a immaculate or systematic approach that assists to enhance the
productivity for the company. Those candidates are looking forward to join multi national
companies, they have to call directly Human resource that takes the interview and give their
outcome. In human resource department communication plays a vital role because it requires
effective communication to understand the prospective of the candidate as well as company and
this department highly known for advance communication (Acquah, Agyabeng-Mensah, and
Afum, 2020). It is responsible for salary wages, health, safety and security measures and various
function & activities such as charity, indoor gaming’s etc. it maintains the decorum of the
organization so that employee feel happy and business can run smoothly and effectively. This
reports determine coca cola that makes the carbonated soft drinks and it was founded by John
stith pemberton. It also included different strategies, practices and various function of HRM.
MAIN BODY
HR strategies and concept
HR planning identifies present and future needs to acquire its goals for the company. It
should serve as a link between Human resource management and the whole plan of action of an
organization (Armstrong and Taylor, 2020). Especially for multinational company like Coca cola
is a global organization that develops people factors. For being a global company it is unable to
have a global unify terms and conditions for all its branches towards the world. HR department
of the company looking forward on retaining and recruiting the best candidates so as to create
best image in the competitive beverage market in the whole world. There are various strategies
and analysis of HRM that is given below:
Job analysis: It is the process of serving the duties, responsibilities and skill requirements of a
job for those candidates who should be hire for it.
Job specification: It requisites education, skills, personality, and other requirement of a job
investigation.
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Job description: Elaboration of duties and responsibilities, working hours reporting relationship
and superordinate responsibilities one product of a job. Coca cola organization HR department
They checks it job description what they have to do and analysis to get information about
employees work actives human behaviour and performance standard. This concern organization
use this information for selecting, hiring, recruiting, compensation, performance appraisal,
training and employee relationship.
Recruitment process
 Elementary focus on internal recruitment.
 looking forward to forecast their future needs.
 Have an offer to drop resume for any job at their websites.
 It takes interviews of 300 campaigners and selected only 3 applicants.
Selection process
 The HR department of coca cola, it affects only in major hiring mostly the labour and
mediate level management that hired by the plant authorities. It allows the social process approach, the company, manager is responsible for all issues,
difficulties and there is appropriate selection procedure according to the internal modular.
Training and development
 It is an important part of every employee, without training, employee unable to do work. Terms and condition of the company sometime new has arrived, company is responsible
for give them training.
Employees relations
 Human resources manages their employees because they are assets of the company and it
is responsible for employee’s health and benefits such as Salary bonus, medical facility
and fund for social security.
The effect of regional and national culture on the practice of HRM
It enhances competitive global economy, the function of effective human resource
management practices for the success of multinational production has been well organized.
Effective HRM practices are essential for the company because it is motivating and tapping the
talents of all employees. In this Human resource practices, it includes performance appraisals,
that can be expected to vary with particular fundamental societal contextual factor and national
culture. It focusses on performance evaluation that constitutes a critical aspects of performance
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management practices and can convince organizational performance. While it is depending on
core assumption in Africa, its implementation and particular nature varies in various nations. As
such it is essential to understand different environmental variables such as culture, influence the
practice of appraisals among the countries (Banfield, Kay and Royles, 2018). It involves the
similar ideas of building social and performance conditions, monitoring the employee action, in
order to assigning responsibility for the actions, and then ultimately providing reward and
punishment depend on performance among those conditions. Performance app rails plays
essential role in implementing the business strategy of the organization. If company works on
international level, the HRM practices will be are significant in a business decision to venture
into international markets and operations they have various opportunity to expand their business
and also develop new strategies and concepts to accomplish their goal. If organization works on
national level there will no major impact on HR practices because they have no opportunities to
expand their commercial enterprises because company knows the limitations, where they to take
appropriate stand in term of product expansion. Organization are becoming more diverse in
response to enhancing globalization, organization are faced difficulties of coming up with
solution to deal with quickly change. One thing is similar in HR practices it motivates employee
among work which changes like negotiable job definition, cross preparation and works team,
inducement based pay will decidedly improve employees performance. To work regional or
national culture HR practices improve employee turnover, conflict resolutions, employee
satisfaction and assist with budget control and it helps the company to assist aims and objectives
of the company.
Organisation’s model of employment and state the organisational levers
It describes company structure, that can be easier or flexible. There are five
organizational models, it is evident that structures range from very simple to very ambitious such
as:
Line organizational model: It is hierarchy structure that have the CEO over the operation and
management. Those two are oblige cognition, it simply means they don't looking forward to
respond to each other but have the identical level of convince in organization structure. All
members are designated as an area manager with their own teams. The clear vision is that one
person is on top with a flow of deputation and administration going down. It tends to be more
stiff functional model (Beijer and et. al., 2021).
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Functional organizational model: This model is kind of line organizational model in this only
subordinates reporting to the higher authority and they can report to the managers. This model is
designed to assist keep all pertinent parties busy with the appropriate information by getting all
of the information from low-level employee. It also prohibits over specialization of any one job
to keep the organization agile in changing time.
Line and staff model: It added dynamic of its own campaigner so middle level management
directly reports to higher level administration, it may staff that are not the subordinate team in
the frame. However instead support the management needs of the director. (Brewster,
Mayrhofer and Farndale, 2018).
Project based models: It becomes more dynamical compared with the three assortment of line
models that is given above. When any administration is goal familiarized, it usually denominates
teams of similar job purpose, to give each team with speciality resources. The sources become
instantly available rather than approachable outside of the team in a various department.
The matrix model: This is the most changing operational model and quite effectual for the
organization that are at the same time moving multiple product launches, marketing’s campaigns.
Higher authorities supervise the act of their departments directs with in a team while conformity
a pulse on all the team advancement. It allows for system managers to combine resources that
specific team might not see in their own model of the project (Berman, Bowman, and Van Wart,
2019).
Difference between HRM and personnel management
Human resource management enhance the importance of employees those are core for
running any commercial enterprise. HRM was evolved by personnel management or
administration that deal with the workers those are not interested as essential assets and
investment for a company. Personnel management mainly focused on administrative task that did
with the organization, such as dealing with employees’ wages, salaries and benefits. Personnel
management is responsible for making good relation with worker and look after also such as
issues with trade union, problem with employers and their employees (Chelladurai and Kerwin,
2018). The function of this administration is ensure about the industry or company was in
compliance with all labour laws and norms applicable to them. Human resource manager also
looking forward to follow the steps of personnel officer because at some point their work are
similar masking good relation with employees and give the satisfaction. However, the approach
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among the employees has changed. HR have become foremost criteria and fundamental
resources of any commercial enterprise. Human resource department is also responsible for
focusing on training and development of the staff members. So they can develop their skills and
enhance their knowledge to cop up with company's requirement. Personnel administration
accentuate on seniority of worker and its hours in relation to decide remuneration but in present
scenario, talent and skills are providing equal importance with seniority for deciding the value of
the job.
The major difference between personnel and human resource management is HRM has a
long aspect of growing from a normal welfare and maintenance function to that of wide level
function of the company. In today's prospective the focusing on people path from intelligence
superior perspective is also shaping firmly but the exceptional fact is that this growth can be
generally observed on administration literature and specifically in pattern.
Dimensions HRM Personnel administration
Contract Look forward to it aim beyond
contract
Careful illustration of written
contracts
Rules Can do outlook impatience
with rule.
Essential of devising clear
rules
Behaviour referent Vision and mission Custom and practices
Nature of relation Exclusive Cross culturalism
Key relation Consumers Labour management
Corporate plan Central Marginal
Communication Direct Indirect
The importance and significance of local culture and HRM practice
HR practices plays a very crucial role in the organization, which is essential to improve
efficiency and productivity of the manpower, in terms of local culture it develop a strong
civilization protrusive with hiring and selecting candidates those will share the company belief's
and boom in that culture. It also responsible for placement, preparation and performance
management programs that highlight and reinforce the industry's nucleus values and guarantee
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that the appropriate rewards and recognition go to employee who truly incarnate the values. At
the time of hiring local culture gives the motivation to the employees and find solutions to cop
up with the difficulties and get things done. It establishes the way that an organization existing
the culture are likely feel comfortable in the company. It is an effective fitting directs to working
well together (Flynn, Valentine and Meglich, 2021).
Hiring is defined a selection of workers to gives services for the organization, while
firing is defined as reduction of workers those are not able to do work appropriately for the
organization. At the time of hiring, it includes recruitment selection, training and development,
transparency employee benefits, compensation and evaluations, compliance and termination that
give employee satisfaction and they are able to do work more effectively and efficiently.
Most of the organization have a policy at the time of firing of the employee. This
procedure is carried out with the help of HR practices, they take exit interview at the time of
termination because they inform the mistakes what did they committed. Human resources
professionals trained laws surrounding hiring and firing as well as best practices for non-
discrimination. They also assist businesses protect themselves by law suits such as inappropriate
decisions of termination cases that highlights when employee claim they unable adequately
trained or were fired for a non-fire able discourtesy. It will impact on organization culture
because employee understand the working culture or climate, it is hard to do termination of the
employee if they are not working but they able to share the information about working procedure
to new employee. Human resources representative are expected to prepare a summary of meeting
and involves the former employee's file
Differences in terms of employment laws
Employment law develop relationship among workers, trade unions and employee’s
entities and the political parties. Corporate labour law relates to the having three people or
groups make relationship between employee, employer trade union. It concerns employees’
rights at work also by the contract for work. Standards of employment are social norms in some
proceeding besides included method standards for the minimum societal accepted conditions
under which employees or contractors are allowed to do activity (Hee and Jing, 2018).
International human resource management manages the organizational human resources
at international level, to acquire organizational competitive advantage over at national or
international level.
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Domestic HRM includes the procedure of securing, allocating and effectively assisting
the human resources in local countries.
IHRM is taken up with managing employees belonging to many countries and also manages the
extra activities such as exile management. It is very complex and it is wedged heavily by
external factors such as institutional factors and cultural changes (Järlström, Saru and Vanhala,
2018). The higher authorities of HR working in an international environment face the issue of
addressing human resources issues of the employees belonging to more than one nationality.
Managers need to set up various HRM systems for the company. It requires greater involvement
in the personal life of employees. Multinational companies must assure that an executive posted
to an outsider country analyse the all prospective of the compensation package gives in the
foreign country. It explores rather than domestic HRM. There is high risk included in
International human resources management because it diversifies on big scale if it will give
massive advantage so definitely loss will also high.
Domestic Human resources, it defined as pull off employees belonging to particular
nation. It negotiates limited number of HRM activities at national level. Human resource
management is less difficult due to convince by the external environment. Managers in domestic
environment administer Human resources programs to employees belonging to an individual
status. The initiate of HR in domestic environment it creates employee relations and provide
family insurance policies and transport facilities I case of domestic transfer. It deals with less
external factors. There are nominal risks included in domestic Human resource management.
Both works are similar but expansions are different in terms of work and diversity and
both are best to their own places.
Corporate examples of firms using good HR practices
Tesco is British transnational grocery and general merchandise retailer. It is the second
largest retailer in the world measured by profits and it was founded by jack Cohen in 1919. the
HR practise is the strategic use of human resources to meet the objectives of the organization,
while guaranteeing the satisfaction of all the manpower. It includes planning, organising,
controlling and directing. HR practices is essential to improve the employee skills, qualities,
knowledge assure organizational success. HR practices gives the benefits to this concern
organization in Ireland there are around 148 stores operating currently due to this company
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looking forward to open more outlets. It acquiring high performance from the new employee,
also effective commitment from the new employee.
In the context of H&M, it manufactures clothing, apparel etc. the HR practices of
company is selecting and recruiting the experience employees because they know to sell the
product and convince people that is why it select only smart person and this thing gives
advantage to the company to enhance the efficiency and productivity. The best human practice of
this company is to raise any potential issues on cross cultural management. It assists business can
run smoothly and able to generate more revenue.
Recommendation on employers regarding HRM practices.
The HR department of any organization plays a vital role in company effectiveness of the
industry. Employer have to focus on education and growth, keep the customers in mind, work on
quality goods and services, use new technology. So business is able to generate high profit.
Employer have to focus on organization mission and visions rather than its duties and they have
to diversify themselves to get the information about the organization which is beneficial for both
of them, in term of employer they have a great opportunity to enhance their skills and qualities
that will assist to grow in future.
Target the education and growth: It requires active measures to work with several groups and
individuals. Employer have to be understand the strength and weakness of various professionals
before making strategy to improve the efficiency or effectiveness of the organization.
Give best quality of goods and services: Company effectiveness only works well when
evaluating the requirement of the consumer, it states that quality administration is just as
essential as the overall efficiency of the organization. If company doesn't provides best quality
goods or services, customer look forward for alternative for their needs and requirement.
Although consumer is very essential part of effectiveness organization, it identifies the exact flat
of choice for their goods and services that is given. Aim of organization to attain the customers
with the help of best quality services. Employers have to involving various professional fields
such as decision making process, it have to be achieve multiple perspective and new ideas about
better ways to improve the company and its effectiveness.
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CONCLUSION
It is deduced from the above report, about findings such as HR strategies and concept it
can be concluded the selection criteria and analysation of right candidate to pursue that job and
also involve HRM and personnel management it shows the work process at international or
domestic level for the company to accomplish its aims and objectives. Employment laws shows
the relationship between employers and employees which is mandatory for the company so
business can run significantly. Some recommendation also concluded on HR practices employers
have to diversify in all area to perform well and enhance their skills and abilities, that is
beneficial for the organization as well.
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REFERENCES
Books and Journals
Acquah, I.S.K., Agyabeng-Mensah, Y. and Afum, E., 2020. Examining the link among green
human resource management practices, green supply chain management practices and
performance. Benchmarking: An International Journal.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Beijer, S. and et. al., 2021. The turn to employees in the measurement of human resource
practices: A critical review and proposed way forward. Human Resource Management
Journal, 31(1), pp.1-17.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Hee, O.C. and Jing, K.R., 2018. The Influence of human resource management practices on
employee performance in the manufacturing sector in Malaysia. International Journal
of Human Resource Studies, 8(2), p.129.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3), pp.703-724.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Makarova, I., Shubenkova, K. and Pashkevich, A., 2018, December. Development of an
intelligent human resource management system in the era of digitalization and
talentism. In 2018 18th International Conference on Mechatronics-Mechatronika
(ME) (pp. 1-6). IEEE.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study. Journal of cleaner production, 204, pp.965-979.
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