Approaches to Standardization and Localization in Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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HUMAN RESOURCE MANAGEMENT
Executive Summary
The report has thrown light on the overall analysis of the different kinds of approaches
related to standardization along with localization in the human resource management
practices which helped in improving the overall scenario effectively. Furthermore, with the
help of the different examples, the different kinds of approaches of HRM have been
identified through providing proper instances of different companies which have
implemented such procedures in improving the organizational effectiveness. Lastly, the
different kinds of strategies have been analysed to enhance the motivation among the
employees in the organizations.

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction................................................................................................................................3
Appropriateness of Standardization and Localization...............................................................3
Standardization.......................................................................................................................3
Localization............................................................................................................................4
Implementation of Standardization and Localization Approaches for Managers..................5
Reasons for Differences in HR Practices in Different Countries...............................................6
Impact of Organizational or Local Culture on Empowerment and Motivation of Employees
concerning Organizational Effectiveness...................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................11

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HUMAN RESOURCE MANAGEMENT
Introduction
The report throws light on the overall analysis of the different approaches of the
standardization and localisation can have a massive impact on the actions of the managers in
reference to the specific practices of HR. Proper discussion on the appropriateness of
localization and standardization are required to be identified which can be adopted by the
managers in the companies to improve the overall HR related practices effectively. Moreover,
the reasons are expected to be stated that will help in identifying the difference in the HR
practices in various countries. Lastly, the impact of the local or the organizational culture on
motivation and empowerment of the employees is needed to be identified concerning the
effectiveness of the organization. There are various approaches in HRM that are required to
be followed as it will help in enhancing the overall process of improving the situations.
Appropriateness of Standardization and Localization
Standardization
As commented by Adams, Nyuur, Ellis and Debrah (2017, p.192), the
standardization in the context of human resource management is the global integration of the
parent organization policies along with practices. It refers to the overall level of the central
coordination by the HQ which will be helpful in closely integrating the different operations of
the subsidiaries in the entire worldwide which will be beneficial in achieving the
organizational goals successfully. For instance- There are various Japanese companies such
as Toyota and Canon have followed traditionally the standardization approach that helped
them in bringing overall efficiency in the different activities which are performed by them in
comparison to the other competitors.
On the other hand, the multinational corporation of America IBM has tried to utilize
the relatively standardized practices of the HRM for the different aspects such as recruitment
and training of the various employees and candidates. Moreover, Shin and Konrad (2017,
p.996), have commented that as per the institutional theory along with perspective, there are
significant factors which affect the organizations to follow the standardization aspects which
is inclusive of coercive isomorphism, mimetic isomorphism along with normative
isomorphism. In addition to the same, as commented by Maharjan and Sekiguch (2016, p.
164), the coercive isomorphism of the MNC is the overall influence by the powerful