Impact of Local Culture on HRM 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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