Impact of Regional and National Culture on HRM Practices

This report examines the impact of regional and national culture on HRM practices in an organisation. It discusses the differences in employment laws when international HRM changes local business systems.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
MIAN BODY...................................................................................................................................2
Examine how value was created by the firm by using HR strategies. Use of concepts of
strategic HRM should be evident................................................................................................2
Analyse the impact of regional and national culture on the practice of HRM in the chosen
country.........................................................................................................................................3
Use appropriate organisation’s model of employment and state the organisational levels used
by the firm to create value...........................................................................................................4
Using Storey’s 27 points of difference between HRM and Personnel Management as a
benchmark, state what is being practised by the firm in the Asian Country- HRM policies or
Personnel Management or both...................................................................................................5
Explain how hiring and firing is consider the importance and significance of local culture and
HRM practice..............................................................................................................................6
Examine the differences in terms of employment laws when international HRM changes local
business systems..........................................................................................................................7
Recommendations:......................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the proper management of workforce within an
organisation for better achievement of goals and objectives. It ensure that they hire people who
can be fit in company and job they have to do for the organisation. Proper management of these
resource helps in better planning and organizing in order to achieve competitive advantages. The
management of human resource also involve procurement and maintenance and development of
employees within an organisation. It helps the organisation to achieve better success by the
fulfilment of organisational needs and want for the employees and their performance. Human
resource management is continuous process (Armstrong, and Taylor, 2020) that involve
working of organisational teams towards same goal and objectives, in different ways.
In this report Marks and Spencer organisation is selected, company is British
multinational company operates in retail business and its headquarter is London, United
Kingdom. The offer clothing, home products and food products mainly, it has been listed in
London Stock exchange. The human resource department of the company helps them in better
success and proper arrangement of all workforce within an organisation. Human resource
management of the company provide better quality of product and services by the proper
utilization of employees and worker in the (Armstrong, 2019) organisation. Employees and staff
of the organisation helps them in better achievement of goals and objectives. HRM department
improve productiveness of the company and also manage the employees in most effective
manner so that they can achieve goal and targets. Marks and Spencer organisation provide proper
training to the new employees in order to achieve better performance and effectively
productivity. This report includes various aspects of human resource management that help the
company in better growth.
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MIAN BODY
Examine how value was created by the firm by using HR strategies. Use of concepts of strategic
HRM should be evident.
Human resource strategies helps the organisation in better achievement of objectives and
goals of the Marks and Spencer. They effectively (Aswathappa, and Dash, 2020) make plan for
the company so that they can achieve the proper engagement of employees and retain them with
the company for long time. Below is steps of strategic human resource management in context of
Marks and Spencer.
 Develop through understanding the objectives of Marks and Spencer: It is very
important to understand the goals and objectives of the company so that they can easily
work according to the achievement of task and goals of the company. Better
understanding what they want in future helps Marks and Spencer, to develop the HRM
strategies accordingly and use it in most effective manner.
 Evaluation of HR capacity: This can help the Marks and Spencer organisation, to
understand the capabilities of their employees and how they contribute in the company
with their jobs and task they do. They also examine (Stewart, and Brown, 2019)the skill
inventory of employees by which they came to know which employee is expert in
particular area of their performance. It also helps employees to get in specific area where
their performance lack to meet expected performance.
 Current HR capacity light of organisational goals: Analysing current human resource
practices helps Marks and Spencer, to understand the barrier in the implementation of
goals and objectives. Strategic human resource practices (Barrena-Martínez, López-
Fernández, and Romero-Fernández, 2019) helps to understand the number of employees
and their skills and capabilities in order to achievement of the goals and objectives they
want to meet with their employees capabilities and productivity.
 Estimate Future requirement of HR: Analysing the future needs and wants of HR
department helps in understanding the needs of employees in Marks and Spencer
organisation. By fulfilling those needs they can effectively make HRM strategic plan.
 Tools required for job performance: Various training and development programs are
needed to make perfect human resource strategic plan for the company. They also need
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technological tool such as hardware, software, and different IT tools that help them to
work effectively.
 Implementation of HR strategy: After forecasting the needs and requirements of human
resource in Marks and Spencer, they can make effective strategy and implement it in the
company.
 Evaluation: It is the last step by which they understand the that HRM strategic plan is
good for the achievement of goals of not.
Analyse the impact of regional and national culture on the practice of HRM in the chosen
country.
In every nation and region people have different culture and belief that have an huge
impact on the decision making process of human resource department. Below is detail dissection
of various impact of regional and national culture on human resource practices of Marks and
Spencer:
Regional culture impact on HRM practices of Marks and Spencer:
In UK people have different culture and sub culture that have an impact on the
performance of the company and its human resources decision-making. People in regional areas
have different attitudes and behaviours that can influence the HRM (Boella, and Goss-Turner,
2019) system of the company. The various culture of people have an impact of their choice and
preferences, of the people have an power of influencing decision making process. Employees of
different culture and attributes have different thinking process, that could impact the productivity
of the company. There are various attributes and thinking process of the employees, it could raise
conflict in the company. There are various factors in out side of organisation that also impact the
human resource department, such as in area of the country there are different language and
culture follow by the citizens it also impact the human resource department.
National Culture impact of HRM of Marks and Spencer:
National culture of UK reflect various attributes and culture of the population, there are
different requirement process that company have to follow and it affect their decision making
process. The selection and training process of the company can impact because of the high level
changes in employee's cultures and beliefs. (Pham, Tučková,and Jabbour, 2019) Different
employees have there different learning process that have an huge impact to the training and
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development process of the company. So ton deal with various culture difference the Marks and
Spencer company can develop and effective human resource practices that impact the business
and help them to achieve goals and objectives of the company.
Use appropriate organisation’s model of employment and state the organisational levels used by
the firm to create value.
Organisation have different processor of selecting the best human resource practices that
have an impact on its growth and effectiveness. Below is employment model used by Marks and
Spencer in order to achieve goals and objectives, also analyse the different factors that have been
impact on its performance.
8 Box model of employment:
This model explain different internal and external factors of organisation that have an
impact on the performance of employees and human resource. In this model first aspect that to
be study by the organisation is market that is external factors. The marketing factors have an
impact on the performance and activities of the human resource department. There are various
internal factors also that have an impact of the(Boon, Den Hartog, and Lepak, 2019)
performance of the human resource department. This factors are the internal environment,
behaviour of employees, different culture and beliefs etc. the HR strategies of 8 BOX model is
consist in six parts:
 Intended HR practices: In this practices human resource department of Marks and
Spencer provide training and development program for their employees. The model show
that it is very important for the company to provide effective training to the employee
that help the employees of the company better performance and produce effective product
and services for the company.
 Actual HR practices: The practices done by the managers of the company is different
from the actual performance of the employees. It have huge impact on the productivity of
the company. The actual practice(Opatha, 2019) by the company's mangers should be
more effective in order to gain profit and better performance.
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 Perceived HR practices: This explain that the human resource mangers of the company
done their practices in perceived ways that employees needs to understand the different
ways in mangers want their performance to be done.
 HR outcomes: It is most important par of understanding the actual outcomes form the
various human resource practices that help the company to meet its objectives and goals
in most effective ways.
 HR critical goals: the main goal of human resource practices is to make their employee's
growth in most effective way that they (Chams, and García-Blandón, 2019) can achieve
the goals and targets of the company. It is very important for the managers of human
resource department it to provide actual growth and effective outcome from the
employees.
 Business goals: Human resource department ensure that they work according to the
achievement of goals and objectives of the company. It also help the business to gain
growth in the market and have competitive advantages.
Using Storey’s 27 points of difference between HRM and Personnel Management as a
benchmark, state what is being practised by the firm in the Asian Country- HRM policies
or Personnel Management or both.
The storey's 27 points explain various difference between human resource and personal
management. Below are some difference are explained:
Basis Personal management HRM
Rules Personal management have clear and
focused roles by which they can have
an effective management of all the
resources of the company. They
make mutual rules that apply on
every individual of the company.
Human resource management have
rules and regulation by which they
manages their organisation in
effective way. They motivate their
employee with can do outlook. They
are impatience with rules.
Behaviour
referent
There are various norms and customs
that have an impact on the
management practices. They perform
Human resource have vision by
which they make effective impact
on the employees so that they can
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various practices that have an huge
impact on the performance and
effectiveness of company.
work for the goal and objectives.
Values and mission of the company
motivate employees for better
performance and effectiveness.
Managerial task Their managerial task is monitoring
the performance of the employees
and give them feedback accordingly.
Monitoring (Crawshaw, Budhwar,
and Davis, 2020) function of helps
the employees to know about their
actual performance and abilities.
The main managerial task of human
resource mangers is nurturing the
performance of employees and
guide them for effectiveness in their
performance.
Key relation The main key function of
performance management is
management of labour and
employees in the company.
They focus on customer
management that help them better
profit and (Ogbonnaya, and
Messersmith, 2019) growth in the
market. There are various
techniques that helps in
development of good relationship
with customers.
Management role They play transactional managerial
role in the organisation.
They play transformational role in
the business of company.
Speed decision The decision-making process of
performance management is slow.
The decision making process of
human resource management is fast.
Communication They have indirect communication
with staff and employees
They have direct communication
with their team members.
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Explain how hiring and firing is consider the importance and significance of local culture and
HRM practice.
The hiring and firing process of the company depends upon the needs and requirements
of people in the organisation. Hiring process includes the selecting employees according to the
needs of the company, they select individuals according to their skills and capabilities and
appoint them for the right job. Firing of (Kamoche, 2019) employee from the organisation refers
to eliminating individuals from the organisation because they are not able to fulfil the needs and
wants of the company. Local culture of country refers to the way of living of people which can
be influence by the beliefs, values, attitudes, and thoughts and activities. The culture and sub
culture of population that can have an impact on the various decision making of the Marks and
Spencer company's human resource.
With different attributes and attitudes have an huge impact on the performance of human
resource management because the selecting and firing the employees of the company could have
difficulties in selecting the people from different culture and train them according to the job
requirement and the tasks they have to performance for the company. Marks and Spencer should
always consider the local culture of the country because local culture reflect how the business
and its operations are working and how must skilled and talented employees they need to fulfil
the needs and wants of local culture. Local culture(Lee, Pak, Kim, and Li, 2019) of the country
reflect the process and development of industry that have an impact on the hiring and firing
process of the company. Thus, Marks and Spencer should adept the hiring and firing process
according to the local cult of the country.
Examine the differences in terms of employment laws when international HRM changes local
business systems.
The international employment law refers to the set rules and regulation of the government
to protect the interests of employees working in the organisation or business. The international
law explain the different rights of the (Morgeson, Brannick, and Levine, 2019) employees so
that they can work effectively with business organisations. In the different counties they have
different law according to the local business system. These law helps employees to work for the
development of their growth and opportunities in the industry.
Regional labour standards are the set of rules and regulation that apply for the set of
countries. Marks and Spencer follow the rule and regulation in their company according to the
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national and international requirements of employment law in various nations. In UK the
company follow various rules and regulation such as, employees have certain rights in the
country, they have right to receive a week's notice per year of service up to for maximum 12
weeks. A national minimum wages of employees is £8.21 per hours to worker of age 25 or over,
for younger workers they apply lower rates.
In Asian countries, Marks and Spencer there are different law and rule of the government
that company have to follow in order to achieve better success and growth of their company.
Thus, in every country there are different laws and regulation of government that protect the
interest of the employees and also help them in better achievement their career goals. It also help
the company to improve the human resource practices and attracting more talented and skilled
employees in the company. They can influence the decision making process of their organisation
and change the rules and regulation according to specific country and local culture.
Recommendations:
Human resource department of Marks and Spencer have an effective decision making
process that help the company grow and fulfil the requirements of employees in the organisation.
But the company can use talent management in their organisation for effective gowth and
achievement of objectives and goals of the organisation. Talent management helps the company
to attract talented and skilled employees in the organisation so that they can help the company in
the effective productivity and growth of company. Human resource department of the company
can use various strategies to make their employees more effective for the company. They can
provide them effective training to enhance(Macke, and Genari, 2019.) their skills and
capabilities. They can also use various reward system in the organisation so that they can
effectively manges and motivate them for effective working and better performance for the
company. Human resource mangers of Marks and Spencer improve the communication between
the employees and leaders so that they can build their trust for the company and have better
relationship with other members.
Marks and Spencer can use various leadership practices by which they can influence the
employees and staff of the company and motivate them for better performance. They can focus
on employee engagement so that they can enhance the skills and abilities of employees working
in the company so that they can help the organisation to meet their goals and objectives. For the
better enhancement of goals and objectives it is very important for the company to have an
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effective HRM system in the organisation, because(Michael, A., 2019) the work force of the
company helps in better achievement of goals and objectives and also help to deal with the
competition in the market. Thus, it is recommends to Marks and Spencer, to use various
strategies to make an effective human resource team in the company and achieve the goals and
objectives of the company.
CONCLUSION
From the above information it can be conclude that human resource management is an
most important part of the company, it helps the organisation to achieve gaols and objectives in
most effective manners and improve the performance of the company in the market. The human
resource department of the company helps in better productivity and increasing the profit of the
company. It also analyse the various factors of the company that have an impact on its
performance and give solution about the various barriers. The firm use various strategies to make
more effective working of the employees in the organisation. These strategies helps the human
resource department to understand the goals and objectives of the company and train their
employees accordingly. This strategies analyse the current and future needs of the human
resource in organisation and how they can fulfil those needs and demands.
In this report impact of regional and national culture of the country on the performance of
human resource department is also explined, it help the company to understand the local and
national needs of the customer and train their employees according to it. It also helps in better
management of the working practices of the employees according to the culture of the country.
The organisation use appropriate model for the management of HRM department, they also use
storey's 27 for understanding the difference between performance management and human
resource management. The national and local culture of the country also influence the decision
making process of the company. There are different rules and regulation of government for the
protection of employment law. Company have to follow those rules and regulation according to
the national and international changes in business system. Company have to follow those rules
and regulation in order to achieve better success.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2019. Strategic human resource management. pdf drive. Com.
Aswathappa, K. and Dash, S., 2020. International Human Resource Management|. McGraw-Hill
Education.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management, 30(17), pp.2544-2580.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-2537.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources, Conservation
and Recycling, 141, pp.109-122.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. SAGE Publications Limited.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Lee, H.W., Pak, J., Kim, S. and Li, L.Z., 2019. Effects of human resource management systems
on employee proactivity and group innovation. Journal of Management, 45(2), pp.819-846.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Michael, A., 2019. A handbook of human resource management practice.
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.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal, 29(3), pp.509-526.
Opatha, H.H.D.N.P., 2019. Sustainable Human Resource Management. Department of HRM,
University of Sri Jayewardenepura.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship behavior
in hotels? A mixed-methods study. Tourism Management, 72, pp.386-399.
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Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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