Impact of Culture on HRM Practices

Added on - Dec 2020

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International
Management
TABLE OF CONTENTS
Critically evaluating the opportunities and challenges of leading a workforce in a globalised
economy to create value and achieve the organisational mission...................................................3
Impact of culture on HRM policies and practices.......................................................................3
Leadership skills..........................................................................................................................5
Setting up a global team..............................................................................................................6
Ethical and responsible global citizenship...................................................................................7
REFERENCES................................................................................................................................9
2
Critically evaluating the opportunities and challenges of leading a workforce
inaglobalisedeconomytocreatevalueandachievetheorganisational
mission.
Impact of culture on HRM policies and practices
Human resource management plays an integral role in the management. They are duly
responsible to handle the workforce with a greater contribution in attaining the organisational
mission. This is basically on considering the fact where the HR personnel’s are directly in touch
with that to the appointed workforce who then also share their concerns and grievances to them.
This leads to create yet another prime responsibility of the HR’s in order to resolve such
pertaining issues at the workplace with a quick and answerable approach (Brewster and et.al.,
2016). It is with a special consideration of those operating at a global level that are required to
work within a diversified culture of work with people coming from different socio- cultural
background. This becomes important for the HR’s to handle such a varied culture at the
workplace where people having distinct perceptions can easily get into a disputed state of
conflict leading to create a negative environment at the workplace. This demonstrates the fact
where an espoused culture is apparent to impact upon the undertaken policies and practices of
HR. It is on referring to the notion of internationalization that is a necessity for almost all sorts of
companies, irrespective of their nature and type of work.
This is mainly to operate at a worldwide level by enlarging the existent base of customers
where adopting the tactic of internationalization as a strategic approachincreases the challenges
of HRM. It is basically to comply with distinct set of socio- cultural and religious opinions. A
vital problem related to it is in association to handle such a diversified workforce with employees
hired from distinctcountrieswith theirdissimilarvaluesand attitudetowardsthe work.
Nationality of individuals is apparent to impact upon the means they choose to carry out and
arrange the work assigned to them (Reiche and et. Al., 2016). This formed the definition of
International Human Resource Management or IHRM as a procedure by which the entities
operating at an international level can consider managing its workers who belongs to a different
set of nation with distinct cultural morals and principles. For this, it is important for the
concerned bodies of IHRM to have proper data to handle such cultural dissimilarity at the
workplace by paying a special attention at the time of designing the work related policies. While
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