International HRM: Cultural and HRM Issues for UK Companies in Japan

International HRM

INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCE..................................................................................................................................6

INTRODUCTION
International human resource management (IHRM) is basically defined as a procedure that
an organisation undertakes in order to effectively manage its human resource activities at
international marketplace (Baporikar, 2021). Human resource manager of an organisation must
have to be equipped with understanding of international human resource management activities
in order to accomplish goals and achieve profit at international scale. Proper understanding of
this allow them to effectively manager global operations in a smooth and effective manner. It has
been evaluated that international HRM mainly constituted of five functional areas which is
inclusive of training and development, recruitment and selection, remuneration and labour
relations and performance evaluation. International human resource management mainly
differentiate from domestic HRM practices as in this HR manager is required to have efficient
knowledge of managing individuals across national boundaries. It has been underlined that with
the significant increase in globalisation, international human resource management is playing
essential role within an organisation. This allows company to effectively conduct their business
operations into another country while managing their employees in a well define and effective
manner. Primary focus of present report is on human resource management in the Japanese
cultural context. Report is conducted on cultural and HRM issues that UK companies are
required to take into consideration when locating a call centre in Japan. For this report include
discussion on The Contract Company, which is a UK-based outsource customer service facility.
MAIN BODY
Cultural and HRM issues U.K company need to take into consideration
It is essential for organisations of UK to effectively ensures that they take all the essential
labour laws as well as standards into consideration in order to make sure that they conduct their
business operations in a well define and effective manner. Furthermore, it has been evaluated
that there are mainly two principle sources of employment laws that include Labour Standards
Act as well as its Enforcement Ordinance. By abiding both of these companies can effectively
maintain minimum standards for the terms as well as conditions of employment contracts. In
addition to this it has been underlined that there is some other form of employment laws that are
required to be adhere by organisations of UK when locating a call centre in Japan (Doi, 2021).
Some of these laws include Health Act, Industrial Safety Act, the Act on Improvement, the
1