Cultural and HRM Issues in International Call Centers: A Case Study of UK Companies in Japan

International HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Task 1...............................................................................................................................................3
Issues related in “Culture element”:-...........................................................................................3
Framework and theories of Culture in IHRM:-...........................................................................4
Critically evaluation of Frameworks:-.........................................................................................5
Task 2...............................................................................................................................................6
Cultural Issues of IHRM Practises:- ...........................................................................................6
Framework and theories of IHRM internationally:-...................................................................7
Critical evaluation of IHRM internationally................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
With the globalization companies are exploring various parts of the world for meeting
their business objectives. Thus, international markets are a great opportunity for growth for UK
companies. However cultural variations in different market play crucial role in communication
and business practices. International HRM is defined as the management of human resources at
international level so that business activities can be managed successfully in different markets.
Organizations have specific departments called call centres which handles outgoing and
incoming calls of new as well as existing customers so that service can be improved. The
integration of culture is an important aspect in successful management of these call centers and
success of business (Al Ariss and Sidani, 2016). The report will discuss the evaluation of cultural
and HRM issues faced by UK companies when they plan to locate a call center in different
culture such as that of Japan.
Task 1
Issues related to “Culture element”:-
Issues of culture represent the factor by which an organization can get affected in a
international level, and how culture can diversify the situation from positive to negative and
negative to positive. Starting a company of call centre in Japan by a UK based company strikes a
lot of issues. Working in different countries is good for the diversification and expansion of work
and growth. Japan has different culture and UK has different working culture, the issues are:-
Language: the first barrier a company have is language, because Japan use Japanese and UK
used English which is the biggest reason which can affect the organization. Providing a customer
service include communication and in this scenario the first problem is of communication.
Action: working required action and both country have different working style and different way
of doing action plans. So while starting a organization in Japan need to study the action plans and
the working style of the country (Collings, Wood and Szamosi, 2018) .
Thinking: The problem with people in different places are the thinking ability of them as every
country have different culture and different way of thinking and it can affect the organization and
HRM need to focus on this while putting the money in different country (Podnar, Kohont and
Jancˇicˇ, 2017).