International Human Resource Management: Cultural and HRM Issues

This document discusses the cultural and HRM issues faced by companies in international operations, with a focus on Impact call centre in Japan. It explores the advantages and potential issues in spreading awareness about culture and HRM.

INTERANATIONAL
HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Critically evaluate the cultural and HRM issues which company face in its operations............1
Advantages and potential issues in order to spread awareness regarding the culture and HRM
issues...........................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
International human resource management is a procedure which include employing,
training and development of employees at international and global level. Here, international
companies are the one that has subsidiaries outside the home country which depends on the
business specialist and also describe the manufacturing capabilities (Meyer and Xin, 2018) . For
this, MNCs are considered that has a number of business and operations in various countries
which is useful in managing the whole headquarter located in one country. Here,
internationalisation is used which means opting an international orientation for all the functional
activities such as finance, marketing, production and human resource practices. In this report,
Impact call centre is considered which provide wide range of services to their dedicated teams as
they can easily deliver the best customer experience. In addition to this, it is going to critically
evaluate the cultural and HRM issues which company can face in its operations in Japan. It also
spread awareness about both the advantages and potential issues which can be encountered.
MAIN BODY
Critically evaluate the cultural and HRM issues which company face in its operations
HRM issues are arises because of their overall culture as their tradition is responsible for
all the problems which occur within an organisation. For this, it becomes the duty of HR
manager to provide proper support to employees as it is useful in improving and enhancing their
work and performance (Linehan, 2019. Meanwhile, in Japan work culture is quite harsh and
because of this, employees over there face depression and anxiety. Behind all this, the culture of
country is responsible because their work rate is high which develop depression among
employees and in regard of this, cultural problems are discussed with the help of Hofstede
cultural dimension is considered which Impact call centre as it is follows as under: Power distance index: This dimension depicts the proper degree which is less powerful
for the associates of society as here the power is distributed in unequal manner. For this,
fundamental issues are tackled by society and inequalities are also handled in an effective
manner (Hofstede’s Cultural Dimensions Theory, 2020). For this, people in societies are
exhibiting in high degree of power distance which is accepted in hierarchical manner for
which each and everyone has an effective place in which they need proper justification.
Moreover, in low power distance people wanted to be treated in equal manner and also
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distribute its power and requirements of their justification regarding the inequalities of
authority. High degree describe the hierarchy which is clearly develop and implemented
in society without any doubt whereas low degree depicts that people has many questions
regarding the authority and distribution of power. In relation with this, Impact call centre
they can opt low power while expanding its business in Japan as it is useful in fulfilling
the suitable objectives with effective and appropriate use of power and authorities. In
relation with this, while expanding its business in Japan, company can opt low power
culture by which they can make their work done by employees in an effective and
efficient manner. Individualism vs collectivism: This dimension describe the degree in which people are
integrated within a group and society. As individualistic societies have low pressure in
comparison to collectivism people as it depicts that society in which they tightly
integrated relations to some extent into other groups. For this, individualism describes the
great importance in order to achieve self objectives as it relies under the category of “I”
whereas collectivism provide importance to the work which is done in a group and also
consider the well being of team as it relies under the category of “We”. In relation with
Impact call centre, collectivism is best suited for them as it helps in attaining targets at
specific period of time. In context of Japanese culture, at the time of expansion company
can opt individualism according to their work culture which describe more work and load
on their employees. Masculinity vs femininity: In this dimension, Masculinity describe the preferences
regarding the achievement of material and success and its other section describe the
preferences of cooperation and caring for the quality of life (Carbery and Cross, 2018).
There is a comparison between the tough and tender as masculinity relies under the
features of various gender roles and assertive meanwhile, femininity depicts the fluid
gender roles as it is concerned with the quality of life. For this, Impact call centre need to
consider both while expansion in Japan because with the balance of ration an
organisation can achieve success. In context of Japan, at the time of expanding its
business company opt masculinity as male employees have courage and knowledge
regarding their work culture and enhancement.
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 Uncertainty avoidance index: It describe the uncertainty regarding the tolerance of
unclearness and risk as for this, society set high degree in order to determine the
guidelines and legislations. It is considered under the unexpected situations as here, high
uncertainty avoidance index depicts the low tolerance for uncertainty and risk and
unexpected risk in low because of strict rules and regulations (Collings, Wood and
Szamosi, 2018). Meanwhile, low uncertainty describe high tolerance regarding the
uncertainty and risk as here unexpected situations are openly accepted including the rules
and regulations. In relation with Impact call centre, they can opt low uncertainty
avoidance as here tolerance power among employees regarding uncertainty is high which
is good for the survival of employees and company both. While expanding business in
Japan, company can opt high uncertainty avoidance as they only consider nearby and
short term goals and also develop teams according to it. Long term orientation vs short term orientation: It is concerned and related with past by
determining the current and past challenges. As here, both orientation consider the extent
of society views regarding the horizon time as long term orientation describe the future
conditions which delays in short terms success to attain long term success and put
emphasis on long term growth (Brewster, Mayrhofer and Farndale, 2018). Meanwhile,
short term describe the upcoming future which include providing short term success and
emphasis on present working conditions. For this, Impact call centre can opt both of them
as both are helpful regarding the situations and occurring conditions. As discussed as
above point, while expanding business, company mostly consider short term orientation
as they relies on the nearby goals and targets. Indulgence vs restraint: This dimension describe the degree of freedom which put
emphasis on the social norms and fulfil the desires of human. As indulgence describe that
society allows free gratification of primary and natural human needs which are related to
the enjoyment of life whereas restraint describe that society controls the requirements
which regulates it with the help of strict rules and regulations. At the time of expanding
business in Japan, restraint is considered because over there society controls the working
culture of companies and organisation mold it according to the demand of their
customers.
HRM issues:
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 Communication: Because of the lack of proper communication, employees over there
face various challenges regarding their gestures and expressions like as it can develop lot
of problem and also can remove barriers from the functioning of company. Like in Japan,
one's thumb and forefinger is the sign of “OK” and bowing is the common way of
greeting. But sometimes, because of their language employees misunderstood things in
negative way which leads to delay in their overall performance and decreases their
performance level. All the functioning and working things depends on proper
communication and presence of lack of communication leads to develop conflicts and
confusion among them which can become major issue for HR manager to set things in an
appropriate manner (Barrena-Martínez, López-Fernández and Romero-Fernández, 2019). Change management: Change is considered as the most important factor which should
be managed in an effective manner and for this, various strategies are developed and
structure is set in order to process the growth of company. Because change is essential to
bring organisation to next level and implemented for the betterment of company. But
while implementing change, management of company face resistance of employees
which can hinder the overall performance of company and delays in the production
process (Suutari and et. al., 2018). For this, HR manager plays an important role in order
to bring and implement change within an organisation and in regard of this, they can use
many techniques and tools which is useful in improving their performance and due to
this, they does not experience decreased productivity at the time of change. Here, HR
manager need to become the change agent and need to develop change among
themselves. Workforce training and development: Training and development plays an important role
in order to bring confidence among employees and also boost their morale to perform
specific task in an effective and efficient manner. In respect of this, many people found
trouble and problems because of their lack of attention. Meanwhile, employees who
performance their job at front desk need time to time training which is useful in
developing effective confidence among themselves. But its analysis become tough for
HR manager because many of the times they does not determine the appropriate time to
conduct training which leads to delay in the procedure of working activities and can
hinder the working manner of company.
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 Rules, regulations and labour rights: Here, safety rules, compensation and labour
practices are different from one country to another and currently, Impact call centre
expand its business in Japan who has different working culture and environment in
comparison to UK. For this, harmonising employment practices and industrial relations
are quite different and difficult in respect of complex task (Boon and et. al., 2018). For
instance, safety standards and measures are quite different form those who operate their
business in UK and US but in Japan employees need proper training and development to
perform their job role and also useful in maintaining proper balance within their personal
and professional life.
Advantages and potential issues in order to spread awareness regarding the culture and HRM
issues
There are many ways to spread awareness regarding the culture and HRM issues which
arises within an organisation and for this, employees only need to have their presence in an
organisation and also develop supportive team which is quite easy to pursue their passion as it is
concerned with goals and objectives. For this, issues arises with the diversity and comfort zone
as it defines the composition of perfect team, culture, ethnicity and social status. It has various
set of life experiences and also put emphasis on the survival rather than their productivity. In
regard of spreading awareness for the culture and HRM practices few advantages and
disadvantages in regard of Impact call centre which are discussed as under:
Advantages It increases the number of job opportunities regarding the minority of workers:
Diversity and awareness at workplace is useful in describing the demographics in order to
hire employees for open position which means that they have prominent opportunity in
order to find out the best possible and suited person regarding the job as they are not
limited to the specific group of individuals (Bailey and et. al., 2018). For this, it more
beneficial for women who work in society and promotes recruitment of minor groups. In
this regard, employees has best suited culture which is beneficial for them but also face
issues from the side of HR and find prominent way to overcome it. Employees have chances to cross train workers and teams: Awareness regarding the
culture is useful and beneficial to create team and for this, each person has an unique
strength to work in an effective manner. For this, individuals are specialise in their career
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which means that their skills are more sufficient to pass on from other team as for this,
employees get many things which they can learn with the help of high level of exposure
and information that can vary background and educational opportunities in order to
accomplish predetermined goals and objectives. In regard of cultural awareness, it is
useful in getting the complexities of other perspectives which becomes easy to find
common base. Companies have access to more talent: While dispensing awareness, diversity is
considered at the top of list as here supervisors and hiring managers can easily expand
their business as applicant screen their procedure which consider more and more
individuals (Banfield, Kay and Royles, 2018). In regard of this, it has many restrictions
which depends on the geographic areas and accomplishment of educational system.
While spreading awareness, hiring managers always put emphasis on the talent and skills
rather than finding out the best possible thing to from the group concerning the diversity
which motivates the managers to find best person to perform various task and overcome
HR related issues.
Disadvantages Teams become hostile because of increase in diversity: By analysing the different
opinion and other approaches to their life it becomes severe the disagreements at
workplace. For this, it is not so unusual to every person to develop trust regarding the
opinion and perspective of individuals as it share information with others which leads to
make team more aggressive instead of attacking against their characters and integrity
(Kim and et. al., 2019). For this, it is determined that current using culture can become
threat for teams which leads to decreases the effectiveness and efficiency of team as it
bring down the performance and productivity team as it put emphasis on the hostility in
which there are polarized differences are developed on team. Complaint level often rises with the diversity initiatives: The complaint level of
employees leads to increase in the level of conflicts among team members as it diverse
the environment as most of the people has different perspective and opinion. For this,
they has different habits and working style which leads to have complicated results in
terms of diversifying their initiatives as because of many employees each one of them has
different level of view point and concerning complaints which is described by proactive
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management and also increases the level of complaints and grievances which hardly
occurs. It can become severe as many organisations will face surge in resignations
because of being placed at wrong level and also fit in an uncomfortable situation which
means that company need to cope up with the important costs that are replaced by
workers.
 It lessen the level of trust: When company companies spread awareness then most of the
people think that it is rumour and does not believe in them and because of this, there is an
extensive decrease in the amount of trust which is present at workplace as its potential
issue influences every population regarding the demographic which include people who
came from different culture and has various educational background and career paths
(Boella and Goss-Turner, 2019). Moreover, its disadvantage does not create pyramid or
team isolation which can create roadblock concerning to the collaboration. Because of
this, people will interact less as they does not want to experience fear which create issue
and can limit productivity.
Conclusion
From the above findings, it is determined that workers in Japan are struggling in order to
overcome the culture of unpaid working and long hours of work which can threaten their health
and safety of family. For this, it is examined that if Impact call centre expand their business in
Japan then they then they can face difficulty in order to operate their business in Japan as the
working culture of Japan is not so good as they exploit their workers and work them for long
hours without any extra pay which might impact the mental state of employees. Unbalanced state
of mind leads to increase dissatisfaction among employees and can demotivate them which
might impact their performance. Meanwhile, employees of Japan work for their nation and for its
overall development. In Japan, job for life as a regular worker at any firm demand the personal
sacrifice and unpaid overtime as it was the price factor that is accepted freely.
CONCLUSION
Therefore, it is concluded that human resource management plays an important role in
order to bring efficiency and enhancement level within an organisation. For this, those
organisations who operate their business at international level must have effective HR team who
has proper information regarding each and every country as it helps them in their expansion. For
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this, effective and prominent culture is discussed which plays an important role to in bringing
efficiency among organisation and also analyse HRM related issues which both organisation and
employees face. Lastly, advantages and issues are discussed concerning spreading awareness for
culture and HRM issues.
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REFERENCES
Books and Journals
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P. M., 2019. Towards a
configuration of socially responsible human resource management policies and
practices: Findings from an academic consensus. The International Journal of Human
Resource Management. 30(17). pp.2544-2580.
Boella, M. J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1).
pp.34-67.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human resource management (pp. 1-23). Routledge.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Kim, Y. J. and et. al., 2019. The effect of green human resource management on hotel
employees’ eco-friendly behavior and environmental performance. International
Journal of Hospitality Management. 76. pp.83-93.
Linehan, M., 2019. Senior female international managers. Routledge.
Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Suutari, V. and et. al., 2018. The effect of international work experience on the career success of
expatriates: A comparison of assigned and self‐initiated expatriates. Human Resource
Management. 57(1). pp.37-54.
Online
Hofstede’s Cultural Dimensions Theory. 2020. [Online] Available through
<https://corporatefinanceinstitute.com/resources/knowledge/other/hofstedes-cultural-
dimensions-theory/>./
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