International Human Resource Management: Culture Issues UK Companies Face When Locating Call Centre in Japan

This report discusses the critical evaluation of culture issues UK companies face when locating a call centre operation in Japan. It also covers the Guest Model in International Human Resource Management and the Hofstede Cultural dimension. The report highlights the importance of understanding cultural diversity and complying with international HR laws.

International Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Critical evaluate about culture issues UK companies which need to take into consideration
when locating a call centre operation in Japan............................................................................1
CONCLUSION................................................................................................................................3
.........................................................................................................................................................3

INTRODUCTION
About the case study background which reflecting about critical evaluate about human
resource management and cultural issue which can face by United Kingdom base at the time of
establishing of business in Japan (Ermasova, 2021). For this report the overall assignment would
focus on human resource issues such as policies, manpower, language and other factors along
with cultural can be business practises, resources, mission overall internal practise would be
different for UK company. International human resource management is the term which is used
by organisation that manage their human resources activities at an international level. Initially
International Human resource management where the global understanding and further human
resource activities plays an important role to gain positive outcomes. The concept of Call Centre
office or business are tend to in large number of phones where calls are handled along with
especially to one providing towards the customer service function within large corporation of
organisation. Different culture issues can prevails more implication that arises in cultural context
where companies of UK can face challenges in terms of business practise in Japan and along
with human resources issues management to resolve current trends (Ekka, 2021). To consider
Aidy company which is situated United Kingdom to perform process of outsourcing offer
technical service, customer success and back office function,
MAIN BODY.
Critical evaluate about culture issues UK companies which need to take into consideration when
locating a call centre operation in Japan.
On the British culture is majorly influenced in combined nations within historically
Christen religions life, its interaction with the culture of Europe with tradition of England,Wales
Scotland and Ireland and the impact towards the British Empire. In the company like Aidy
company is UK based BPO and call centre venture which provide technical and business
operation base services. In somehow, culture plays its roles in different aspect where political
parties or procedure, interest group as well as non governmental base culture like policies and
business base regulation to complete things in effective manner as well as accordingly to create
better individual perspective (Starr‐Glass, 2021). Usually, organisation culture helps to playing
daily basis of activities which creates smooth manner to reduce employee turnover mechanism as
well as brand towards social and physiological atmosphere for every United Kingdom business.
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The organisational impact is having major impact on business where individual and team
working in enterprise as this make the workers aware about what need to be done in which
manner.
Different types of culture approach by Hofesde Culture dimensions are:
Hofstede Cultural dimension: This is a type of theory is framework where the cross
cultural communication where its shows effects of society's culture on values of its members and
how values relate behaviour using better structure derived from major depth analysis. In other
words the framework which is utilised where the distinguish between different national cultural
where the dimension which explain in context of Aidy company perspective.
Power Distance Index:
It is comprise about to consider towards extend to which inequality and power are
tolerated in this equality are view point are considered dimension, inequality and power are view
towards view point to the followers.
 High power distance index indicates that culture accepts inequality and power creates
differences, encourage bureaucracy and shows high respect for rank and authorities.
 Low power distance index indicates a culture encourage organisational structure that are
flat and feature which decentralise for making decision responsibility.
Evaluation:
As the culture of United Kingdom and Japan has their own different culture that specify
towards business culture (Shanab and Javed, 2021). As in both country is having equality and
low power of index would be suitable that determine to provide importance culture which shows
high respect towards higher authorities. Similarly, Japan is itself different region of country
where people are tend to be hard worker where company like Aidy company can easily adjust in
Japanese culture.
Individualism vs Collectivism:
According to this concept which create concept which is having degree which societies
are integrated within into groups and they have perceived obligation and highly dependence in
group.
 Individualism: It show that are regular having greater value placed with to attaining
personal goals. A person's is having self image along with this category that defined as
individually.
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 Collectivism: This is represents which is having greater importance that placed on that
particular goals. In this personal self image is categories to be mapped on the basis
“We” .
Evaluation:
For the company like Aidy company where it is UK base business venture and planning
to establish in Japan. There would be collectivism which is having greater responsibilities to
handling customer base services, because it mainly determines towards about work together that
supported to attain more competitive advantages (Bader and Reade, 2021).
Uncertainty Avoidance:
According to this factor of avoidance index which extend to which uncertainty and ambiguity
tolerated (Donnelly and Johns, 2021). Along with dimensions considers about how to unknown
for minimised through having strict rules, regulations etc.
High uncertainty is having avoidance index which is having indicates of low tolerance for
uncertainty, ambiguity and risk taking which is having unknown that minimised through strict
rules, regulation etc.
Low uncertainty avoidance index which indicates within high performance tolerance and
they are having trait of openly accepted which is having lax rules along with regulation.
Evaluation:
There is require high performance and efficiency which gain main better outcomes for
which employees require training and development that would reduce the uncertainty in work
efficiency and set to benchmark and attain more competitive advantages. By considering low
uncertainty avoidance that would provide high performance activity where rules and regulation
gain more competitive advantages in Aidy Company.
Masculinity vs Femininity:
On the basis of this masculinity vs femininity dimensions is also referred on tough vs
tender concept. This specify society for achievement, attitude where towards sexually generalise
equality in behaviour etc.
Masculinity: It is consider on the basis of characteristics such as distinct gender, roles,
assertive and having concerted on material achievement and wealth buildings.
Femininity: It is prevails on following characteristics where fulid gender roles, modest,
nurturing and having concerned with the better quality of life.
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Evaluation:
As every workplace there is must equality in perspective of attaining better work
productivity (Llorens, 2021). Similarly, in Aidy company their culture need to understand for
Japan region where Masculinity which featured towards characteristics and not promote any
gender discrimination which would generate more working environment satisfactory.
Long term Orientation vs Short term Orientation:
In Long term orientation vs short term orientation dimensions which is considered that
extend to which society view in time horizon.
According to long term orientation focuses on future and involves which makes delaying
towards represent short term success having gratification in procedure for long term succession
planning (Luo, 2021). In long term orientation encompasses about resistance, perseverance and
long term growth.
Short term orientation usually focus which near future, involving delivering short term
success or gratification and places where a stronger emphasis on the present than the future. Due
to short term orientation emphasis where quick result respect and respect for tradition.
Indulgence Vs Restraint:
On the basis of this dimensions which is considered the extend and tendency for society
to fulfil desires. In other words this dimensions revolves around how societies can control which
their impulses and desires.
Indulgence indicates that is society which allows to relatively free gratification related
with to enjoying life is having fun and entertainment.
Restraint indicates about those society which suppresses within gratification which
regulates it through social norms.
Evaluation:
For Aidy company where they want to open their venture in Japan BPO services in which they
need to extend level of desires by which dimensions which revolves around society which would
control within effective manner (Gupta and et.al, 2021).
Advantages and Disadvantages of Hofesede Dimension model are:
Advantages:
The simply reality and makes it easier understand.
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 This would make easier for business to understand which specify on the basis of
understanding where values of understand where how they are influenced through
culture. Similarly, in situation of UK base company when they follows on Japanese
working business culture. This would make easier for making empathy and better understand the values of others
and why they behave on certain ways. It is not being jerks as they must have different set
values because which specify different culture. For example: Aidy company is UK base
call centre and BPO service venture which generate more better working aspect and
gaining better understand to approach outcomes through applying different work
outcomes effectively.
Disadvantages:
 During workplace the using of Hofesde culture dimension people or employees somehow
they forgot that it is just a model where they do not to represent towards the richness and
generate complexities for real life.
 There are some of the people to forgot individual are unique, this model can use to
describe different base of culture. But it is not fixed that specific country culture would
not behave accordingly.
 Many of employees or people try this model to predict future outcomes and behaviour
that majorly generates uncertainty. It is huge mistake which use of model predicting
where individual behaviour. Rather, they should be used towards understood as why
people behaved within certain level of behaviour. Rather, they should which is be used to
understand why people behaved within certain in level ways.
Illustrate to critical evaluate of HRM issues UK companies need to take into consideration at the
time locate at call centre in Japan.
There are various issues which prevails toward International Human resources where Aidy
company where operating human resources across geographic and cultural boundaries different
small business which owns by managers and leaders. As for Aidy company would faces problem
in terms of manpower, land, resources and other factors which would play an important role to
generate competitive advantages (Wikhamn, Wikhamn and Fasth, 2021). There are certain
factor which would create issues in International Human resource management like:
Compliance and International HRM issues:
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As business began to expand the venture in global market place where company would have
need to hire manpower, and it also diverse geographic and having different culture background
as they have to adapt towards new labour laws an tax liabilities. Similarly in situation of UK
company name Aidy venture to establish their business in Japan where company need to look out
different elements such culture, people, resource facilities and many others (Parente and et.al,
2021). Compliances plays an important role to having issues where under educated business over
Human resources manager, because these laws lend to complex and sometimes which difficult to
implement.
Scope of human resource management:
Its is an increasing number of business which are increasing and it effectively operate in different
base of impact in globalisation which could be tricky to navigate. Globalisation defines about
various laws, culture and norms have to be taken into consideration when on boarding crafting
HR base regulations. Some of countries are more forward where thinking where gender is
concerned towards employees working environment.
Issues in cultural diversity and global HR:
A Salient issue in international Human resource is understanding which is maintain cultural
diversity where working from people in different locations or having different cultural base
background which means to adapting business work style, ideas and having new ways of
communicating which would generates unfamiliar social practises.
Training and Development:
This is one of the most important practise in Human resource management where in organisation
human resource manager prevails better working outcomes and it also develop Human resource
development programs. In international human resource management practise there would
implication can arises in form of leader behaviour and training practise style can previal more
competitive advantages.
Model which implies about Guest model in International Human resource management.
Guest Model:
According to this model which was developed by David Guest in 1997. On the basis of this
model which is mainly specifies about certain assumption that human resources manager has
specific to begin with which demand certain practises that executed which would generate
positive outcomes in behalf of productivity, work infrastructure properly executed. It is having
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six major elements which specify about that need to consider by Aidy company at the time of
business establishment in Japan region. Human resource management strategies : In this particular strategy there is requirement
which generate human resource management practise such as hiring, training,
compensations and relation which would generate more productivity along with it will
help to make positive working environment. Human resource Outcomes: According to this practise Aidy company need to stand on
their work commitments and make sure their employees provide quality work in BPO
and call centre services and there should be having better work flexibility which generate
more efficiency within effective. Behavioural outcomes: On the basis of this outcomes this would generate effective
behaviour on employees and company or Human resource expect that manpower should
shows some disciplinary action. This would generate motivation in workplace where
manager of Aidy company provide positive work environment where the performance
can leads to employees towards their professional goals. Performance outcomes: This is one of major assessment which majorly conduct through
human resource manager where they would provide training and development and other
type of performance appraisal practise (Gelle-Jimenez and Aguiling, 2021). This would
superior would measure the each and individual employees performance that generates
more better productivity.
 Financial outcomes: After provide training and development and performance Appraisal
practise this would generate more productivity in terms of profit to organisation.
CONCLUSION
From above report of international human resources which summarise in the situation of
international level aspect and also explain about different base culture in international human
resource management. To more explain applying Hofesede culture dimension which specify
about significant culture that determine about company at the time of establishing business from
UK to Japan. Further it allows to more understand the culture because this would affect the
business effectively. Apart from this, Guest Model applies to examine the different practise of
human resource process.
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