Cultural Impact on HR Practices
Added on 2020-03-02
8 Pages1976 Words173 Views
|
|
|
Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT1NameCourseProfessorDate
INTERNATIONAL HUMAN RESOURCE MANAGEMENT2IntroductionThe human resource is a very compulsory department in every organization that isresponsible for overseeing the different employment aspects in that organization. Some of theseaspects include the performance appraisal, staff induction, career management, occupation healthand safety, recruitment and selection, law abidance and employment standards. This function ofan organization is responsible for activities of an organization that is revolving around employeerecruitment, their management, and everything that is a concern to the people within a givenorganization.[CITATION the17 \l 1033 ]In today’s business world, many HR departments have been given the responsibilities toensure positive organization growth and development that generates the organization's culture.These departments are also charged with oversight obligations of ensuring that this organizationappropriately manages team building and employees’ inspiration and motivation as well. Aneffective HR department leads to an effective employee contribution and productivity towardsthe overall organization direction and the attainment of the organization set goals.As stated earlier, each organization has its HR department and all practices of HR arealmost the same. This means that every activity that is concerned with employees and theirwelfare in every organization is taken care of by the HR department; however, the results ofdifferent human resource department from the different organization have never been the same.This can be explained by the fact that every company or organization works under a different setof values and culture to attain a certain objective. According to [ CITATION dea00 \l 1033 ] cultureis the way things are done. We can also define cultural context as all the existing set of beliefs,assumptions, values and the interaction ways that give rise to the distinctive social and
INTERNATIONAL HUMAN RESOURCE MANAGEMENT3psychological organizations environment. Moreover, the organization culture also entails theexpectations that the organization has, the experiences they have, set of values that guide thecode of conduct of the members which can be expressed by the member inner image and theinteractions with the external environment and future expectations. According to the businessdictionary, Culture can be based on attitudes, customs, written and unwritten rules that aredeveloped as time goes by. In these essay, it’s an attempt to explain with a relevant example,explanation and theoretical illustration of how the HR practices stated above, may not producesame results in different cultural context.1.Performance appraisalPerformance appraisal is a systematic process of evaluation of the organization employeeperformance as a way of understanding individual employee capacities and skills to facilitatefurther growth and development. Most of the organizations conduct these processes annually as away of accessing the contribution each employee may have to the organization. The results of theperformance appraisal can, therefore, lead to staff salary increments, promotion in terms ofleadership and responsibilities, provision of bonuses and sometimes leads to the demotion ofnone performing employees.[CITATION dic \l 1033 ]Despite all tools that have been put in place concerning performance appraisal,conducting performance appraisal by the organizations is one of the complex and challengingactivities of the human resource department. There are lots of challenges that the departmentmay come across and this ends up interfering with the results, which may lead to a perceptionthat leads to conclusions that the process is ineffective and also unfair more so when it'scontracted at an international level. One of these challenges is the cultural difference and the
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents