Impact of Regional and National Culture on HRM Practices

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK A...........................................................................................................................................4
Examine how value was created by the firm by using HR strategies. Use of concepts of
strategic HRM should be evident................................................................................................4
TASK B...........................................................................................................................................5
Analyse the impact of regional and national culture on the practice of HRM in the chosen
country.........................................................................................................................................5
TASK C...........................................................................................................................................7
Use appropriate organisation’s model of employment and state the organisational levers used
by the firm to create value. .........................................................................................................7
TASK D...........................................................................................................................................8
Using Storey’s 27 points of difference between HRM and Personnel Management as a
benchmark,..................................................................................................................................8
TASK E............................................................................................................................................9
hiring and firing do you consider the importance and significance of local culture and HRM
practice .......................................................................................................................................9
TASK F..........................................................................................................................................10
Examine the differences in terms of employment laws when international HRM changes local
business systems........................................................................................................................10
TASK G.........................................................................................................................................12
Recommendations ....................................................................................................................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource is a process which consider for both individual who basically perform
their task for a company and department that mainly responsible for organizing all the tasks and
activities related to the company employees. A proper management is required for every
organization that's why human resource management practices are performing in every
organization very effectively. HPM practices help to maintain all the formal and informal
activities of the organization. HRM mainly focus on Recruiting, selecting, training,
compensation , organizational development process which effectively done with the help of
human resource strategies. HR strategies playing a useful part in context of organizations and
these strategies are really helpful in operate the business in a systematic manner. HR strategies
provide a specific set of directions in all the areas of the of the organization like compensation,
appraisal and performance etc. For this report, Tesco organization is chosen . Tesco is a famous
company which established in the year 1919 and company headquarter situated in Welwyn
Garden city. Tesco considered as a third most largest organization which deals with the retails
industry. This report deals with the HR and its strategies. Tesco provide high quality of variety
products and services with lower price to their customers which make it international company
that performing their operations in Asian / African countries (Al-Jahwari and Budhwar, 2016).
This report basically cover all the aspect of HR and its strategies which is helpful for the
company growth and analyse the affect of regional and national cultures on the basic HRM
practices of the company. This report utilize a specific organizational model which basically use
for the employment purpose. This report determine the difference between the Personal
management and HRM. In this report, the importance of local culture in context of HRM
practices of the company analyse and after this this report examine the employment laws when a
internation company HRM change into a local and basic business. Lastly, this report discuss
about the suggestion / recommendation in context of HRM practices of the company.
TASK A
Examine how value was created by the firm by using HR strategies. Use of concepts of strategic
HRM should be evident
HR strategies are essential for the companies because it help in companies all ongoing
activities in a systematic away and provide some of guidelines which show the company a right

path. Tesco is a large organization which is famous for their continent products worldwide so
company need a effective workforce system which help in generate massive profit and provide a
huge customers satisfaction. Company management is very strong and company give more
importance to their workforce, Tesco considered that workforce is the key for successful
organization which help to accomplish the company mission. Company utilize many HR
strategies like promotion, CSR, benefits & packages, training & development , proper
communication , employees autonomy are create a significant value and help the company to
organize each and every task in a efficient style. Strategic HRM create the connection among
the HR of the Tesco and its strategies , goals. The main purpose of Strategic HRM is to enhance
business performance, develop a healthy organizational culture and provide flexibility &
competitive advantages. It give a direct affect on company growth (Armstrong, 2019). There are
lots of benefits of strategic of HRM which increase the Tesco market value like strategic HRM
helps to improve the job satisfaction of employees, provide better environment, boost
productivity of employees.
Strategic HRM considered as method of retention and improvement of the quality of
employees so that company employees feel the value and want to stay in the organization. To
implement the strategic HRM, before company generate a Strategic planning of HR. In Strategic
HR planning , Tesco consider many steps such as set a clear objective, evaluate HR capabilities,
analyse the present HR capacity goals, estimate future human resource requirements, analyse the
tools and techniques that needed for the employees, implement HRM strategy, evaluation and
take corrective actions. These steps help in organising proper strategic HRM so that Tesco
accomplish all the regular tasks. Tesco can evolve a positive value in company workforce
structure through performance appraisal, benefits and development of employees. Strategic HRM
help in overall development of employees so that employees productivity increased and company
can gain massive competitive benefits (Berber, et. al., 2017).
TASK B
Analyse the impact of regional and national culture on the practice of HRM in the chosen
country
Regional and national culture affect the HRM practices which is really essential for the
organization. Cultural values are playing a prominent role for the outsides factors of the