Impact of National and International Culture on HRM Practices

Human resource management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
A. Examining the value creation by the firm using HR strategies and concepts of strategic
HRM............................................................................................................................................3
B. Impact of national and international culture on HRM practices:............................................5
C. Organisation's model of employment......................................................................................6
D. Practice used by Tesco in operating their business in India...................................................6
E. International and transnational culture in TESCO..................................................................7
F. Employment laws when international HRM changes local business system.........................8
G. Suggestions to employers regarding HRM practices to ensure that the organisational
performance is high......................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management refer to the process working in all the human resource
Department of the organization. good human resource management is one of the essential
features for business in all size. Chatham is the practice of managing people to achieve better
performance in the organization and for the benefit of the organization and employees as well. it
is the process of hiring people into a business, which the organization are looking for and who is
fit for the company's culture and as well as stay happy and stay for a longer period of time and is
better productive than those who are not fit into the company's culture (Zaid, Jaaron and Bon,
2018).
Human resource: - human resources are all the people that in one capacity for a contribution in
the organization. human resource makes companies workforce as well as they are the regular
employees of the company. Human resource is one of the major parts of the organization and
every organization focus in having the best human resource in the Department so that they can
hire the best employees for the organizations to increase the benefit and the performance of
organization. it is very important to have good employees in the organization an agent needs to
focus on all the requirements and skills which they need further desire job position and they
make a good relation with top management and employees (Nankervis and et.al.,2019).
The human resource basis is the working of the human resource management number of
elements the HR are considered for effective policies the edge are considered for effective.
Tesco work in the retail sector and is one of the business tycoons working in retail sector in UK
with majority of shares with brand names. Tesco is the number one retailer in UK and have a lot
of stores and services the company provide in other countries also. the report will explain all the
function and working off human resource management in depth knowledge.
A. Examining the value creation by the firm using HR strategies and concepts of strategic HRM
Human Resources encourages employees to perform at their best and preserve high -
esteem culture of the organisation. Strategic HR works towards developing a strong and
functional infrastructure.
Talent Acquisition and Retention: Recruitment and recollecting skilled workforce is a base of
TESCO (John and Taylor, 2016). They are largely accountable for constructing the

arrangements that carry forward the recruiting and training of potential employees. This
process consists of developing efficient job plans. It constructs robust quizzing and developing
positive evaluation techniques that make the most of a company has to offer.
Participation in Strategic Planning: This department play a key part in forecasting. This consist
of valuations of establishments strong point and weaknesses, prospects and fears. The
participants analyse the future opportunities of individuals and resources.
Develop a detailed understanding of company’s objectives: The success is reliant on efficient
associations with company’s objectives, individuals are required to possess a systematic
understanding of their aims, purposes, and assignment (Macke and Genari, 2019). Confirming
transparent communication of firms goals make this easy for personnel’s to frame an efficient
administration strategy.
Evaluate your HR capability: Assessing capabilities will allow to recognize the workforce and
in what way they put efforts to accomplish companies targets. It is also important for them to
monitor every individual closely so it will become easy to identify every workers areas of
expertise (Zehir and et. al., 2016).
Estimate your company’s forecasted requirements: Analysing of firm’s staffs and their abilities
should be in regards with their purposes. The prediction ought to be done in relation to:
Demand: This is an estimation of calculating the future manpower requirements of the industry
to accomplish organisations forecasted needs.
Supply: Identifying existing talented workers company have and utilise them to attain planned
objectives. It also includes some aspects of creating new employment to prevent scarcity of
manpower in the future.
Implement the human resource management strategy: Administration will be eligible to attain
the application of HR management tactics by the following process:
The recruitment stage: Professionals initiate search of talented applicants with exceptional
practical as well as theoretical knowledge.
Organize selection process: Assessment and other assortment standards like applicable
examinations will be conducted to measure whether the aspirant is eligible or not.
Design on boarding and training: An inclusive orientation will help in increase member
preservation it is an important task to keep them motivated and involved in various activities.