Individual Report on HRM Practice

This individual report explores the importance of HRM practice in an organization, including the value created by HR strategies, the impact of regional and national culture, organizational levers used by the company, and the difference between HRM and Personnel management. It also discusses the significance of local culture in transnational/international subsidiaries and examines the difference in employment laws. The report provides recommendations for HR managers and concludes with references.

Individual Report on
HRM Practice

EXECUTIVE SUMMARY
Human resources are considered as the personnel management which is helpful in order to
manage workforce undertaking their own behaviour and prominent response regarding the
particular situation. Despite from this, suitable relations of workforce need to deal with the
concern of employees regarding the prominent policies and suitable factors. Along with this, in
terms of managing the benefits of workforce, HR managers need to undertake proper
development of the compensation structure, leave criteria, discounts and other benefits. Hence,
the HR professionals work in the area of labour relations in unionised workforce. For this, the
objective of report is to analyse the suitable HRM practices by considering the prominent
culture, organisational models and levers. Furthermore, they tend to depict importance of local
and national culture in order to carry out transnational and international subsidiary. Hence, HR
professionals need to analyse fair compensation in regard of meeting suitable standards of an
organisation.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain the value which is created by company using HR strategies....................................3
Identify the impact of regional and national culture on the HRM practices..........................4
Using effective organisational model of employment, depict the organisational levers used by
company.................................................................................................................................5
Using Storey's 27 points, depict the comparison among HRM and Personnel management and
what is practised by company.................................................................................................6
Depict the significance of local culture and HRM practices which is considered to carry out
the transnational/international subsidiary...............................................................................8
Examine the difference among employment laws when international HRM changes local
business system......................................................................................................................8
Use corporate examples of firms using good HR practices...................................................8
Recommendations..................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource refers to the strategic approaches for the suitable management of
individuals in an organisation which is helpful in terms of accomplishing competitive edge of
company. It was observed in context of enhancing the suitable presentation of workforce
undertaking the strategic decision (Bos-Nehles and Meijerink, 2018). Furthermore, HR Trained
understand the proper management of workforce by managing the prominent Strategies and
process. HR professional is highly skilled in recruiting, grooming and providing development to
Human capital in regard of building good terms with workforce for their own good .
To further start this report, Deutsche bank is categorised This is the German multinational
bank and financial services company headquarter in Germany. Bank has wide network spans
which is in 58 countries with the huge presence in Europe, America and Asia. Deutsche bank
was the 21st largest bank in world by the total assets. Moreover, company has its presence in
Europe, Asia and America and now they want to expand in South Africa in order to examine
their own presence. The report leads to examine the value through HR strategies that has major
impact on the national and regional culture by considering suitable organisational model. Apart
from this, through Storey’s 27 points comparison is discovered among the human resources and
Human management that also represent the importance of local tradition and HR Practices . That
also represents the differentiation among the employment laws by providing recommendations
to managers to ensure the performance of company.
MAIN BODY
Explain the importance of HR in an organisation by considering the HR Strategies.
HRM strategy has undertaken as the Venture plan that is helpful in order to manage
workforce and match with the prominent business plan. Human capital policies represent the
suitable path for the specific areas undertaking the improvement, compensation and
performance appraisal. In order to add value, HR manager of Deutsche Bank need to encourage
their employees to enhance the overall performance in order to maintain the culture of company
in order to maintain high morale (Van Mierlo, Bondarouk and Sanders, 2018). It represents the
basic ways by which are helpful in including HR values to company in terms of persuading
leaders to develop their employees and offer rewards considering their strong performance to

enhance compensation. Therefore, several methods are through which HR manager of Deutsche
bank add value: People and performance: Company Human resources manager need to undertake the
success and growth considering the potential employees and an outstanding work of
Organization. Considering the High time growth and fiscal result of Deutsche bank is
related with talent considering the motivation level of employees (Farndale and et. al.,
2017). Hence, the basic method to add HR values for Deutsche bank is useful to promote
functions and services in order to persuade their leaders to provide proper training to their
workforce and also develop employees to reward by regular promotions.
 Talent acquisition and retention: Hiring skilled and New employees regarding the high
show essential for the small enterprise in order to have effective new start and also need
to develop effectively. In the context of , HR manager is accountable to manage and
develop overall system to hire, motivate, attract and retain employees in an organisation.
The HR manager of Deutsche bank need to grow suitable dealings with proper screening,
interrogation, development effective employer judgement tools in order to construct
proper compensation plan that moves forward to enhance the services of business and to
add additional value to it.
How the HRM practises was impacted by the regional and the national culture
Custom represent the appropriate action which is being found in the human societies
undertaking the impression, rules, habits, knowledge of single and many more. In regard of
having impressive enlargement, custom in South Africa plays an crucial role for the success and
growth of organization . In terms of Deutsche Bank, they tend to consider suitable custom in
order to make organisation more impressive at the time of globalization. for having suitable part
of whole action. (Shantz, Alfes and Arevshatian, 2016). In regard of this, South Africa and
Germany both has their own HRM methodology in order to manage their staff and this factor
tends to Harmful impact on working styles of the company . Due to the different procedures
among the countries , the HR department need to prepare suitable practices undertaking the
custom of regional areas that leads to impact the efficiency of employees.
In this context, the HR manager of Deutsche bank need to develop prominent practices in
order to safe the rights of workforce and also provide them safety factors at the time of working
in an organisation. For instance, undertaking the custom of South Africa, the HRM manager of

Deutsche Bank need to develop suitable practices undertaking the fair pay, harassment,
discrimination and many more. Meanwhile in Germany, employers tend to develop suitable
practices undertaking the policies, flexible working hours and retention of employees, culture
and so on. Despite from this, it is important to properly study the differences in cultural factors
and the HRM practices which is suitable for the prominent practices that leads to enhance the
cultural diversity that depict the positive outcome for Deutsche Bank for the internationalisation
which is useful in enhancing the overall economy of country. Hence, the international HRM
leads to focus for those activities in order to undertake and manage the effective HRM system
regarding the suitable functioning, activities, processes and many more that direct towards
attracting, maintaining and developing proper human resources operations for both national and
local culture (Bos-Nehles, Renkema and Janssen, 2017).
Away with this, the overall custom of South Africa which is not accepted in the several
areas of world. as South Africa is not having prosperous history because their custom and their
symbol does not have sufficient power several nations. It leads to undertake the overall growth
which give the remarkable outcome for the explosion of the culture of South Africa in world.
Furthermore, the custom of China is also influenced by the countries near you and also leads to
show suitable experience of other custom. Despite from this, Globalisation in South Africa and
Germany is important in context the FDI in order to consider the suitable supply for the size of
economic system and also useful for the FDI flows.
Define the organisation levers used by company using the effective organisational model of
employment.
The organisation model are considered as the impressive technique which is useful in
order to describe the suitable duties undertaking the structure and custom of an organisation
which is useful to make sure for the prominent makeup to support for the policies and procedure
of the organization. Along with this, the organisational model is formulated for the suitable
members of the individuals. in order to set prominent policies. (Noe and et. al., 2017). In regard
of this, HR manager of Deutsche bank consider Maslow's theory of hirechary which is helpful to
enhance the capabilities of workforce . Physiological needs: It undertake those necessity that leads to develop effective
satisfaction of human body and needs like nutrient, helping, wearable and many more as
other needs comes under the subsidiary needs.

 Safety needs: As per this need, individuals demand to undertake security and safety
factor for having effective experience, suitable control and predictability. This need
depicts the security undertaking the affectional, fiscal, social group , wellbeing and so on. Love and belongingness: This demand initiate the societal needs by undertaking the
love towards closed one. social terms to prompt the action of manpower. Esteem needs: According to this need, employees undertake the independence, dignity
and achievement that depict the desire in order to get respect from others by considering
status and prestige (Hameed and et. al., 2020). Self-actualization needs: It is undertaken understanding of needs including the single
component as the worker of Deutsche bank desire suitable development for the individual
and better working happening.
Organisational Levers: Recognition: Undertaking this tool, it is essential that every employee consider the
suitable functioning and running of an organisation which is helpful in order to enhance
the whole presentation and representation of Deutsche bank. In terms of this, it is
essential for the Human resource manager of respective company in order to provide
suitable rewards and recognition to workforce that helps in motivating them for the
impressive action and action of worker as it is essential for employees to get timely gifts
for the impressive performance to achieve their goals (El-Ghalayini, 2017).
 Security: According to this, it is important for the Human resources manager of
Deutsche bank to offer proper safety to their workforce that tends to give a feeling of
safety. regarding their job which is beneficial in order to perform with full Capabilities .
In this context, it is important for managers to offer suitable job safety to their workforce
which is useful in order retain good employee in an organisation.
Using Storey's 27 point describe the difference between the HRM and Personnel management
and which of the one followed by the company.
Consider the Germany and South Africa, it is analysed that there is a vast difference among
the workforce of Germany and south africa of Germany wish to set flexible working hours,
suitable policies and joyful nature of working environment regarding the retention of workforce
(Giauque, Anderfuhren–Biget and Varone, 2015). For this, the employees of South Africa want

fair pay, no discrimination and so on as due to this, they opt personnel management and HRM as
both are different concept and also for the welfare of effective operations of company.
Benchmarks Human resource
management
Personnel management
Communication The HR department of
Deutsche bank, tends to
communicate properly with the
proper flow of communication
that leads to make things clear
among workforce for the
overall performance and
delegated job.
In this, the only individual who
leads to manage the suitable
management of workforce
which is useful in order to
enhance the overall
performance. But the flow of
communication is being
restricted to make things
secret.
Job design The HR department of
Deutsche bank focus over the
proper teamwork which is
helpful to achieve suitable
goals and objectives in the
given period of time.
This department tends to
design jobs of employees by
undertaking the division of
labour which is useful in order
to analyse the performance of
employees which is easy to
measure (Carnevale and Hatak,
2020).
Conflict handling The Human resources
manager of Deutsche bank had
to maintain the climate and
culture which is useful in order
to enhance the complete
performance of the workforce
that tend to handle it conflict
and solve the long time (Jyoti,
2019).
In this, the representative of
Deutsche bank tends to find
effective outcome and suitable
ways to handle with the
suitable issues which can
become obstacles in order to
manage and deal with battles .

Identified the importance of local culture and HRM practices which is carried out the
transnational/international subsidiary
For the proper working of an organisation, it is essential to have proper understanding and
understanding in the context of regional custom and impressive HRM practises that is useful for
Deutsche bank in order to have Globalization . In this context, HR manager of suitable
organization and also leads to use several techniques considering polycentric, ethnocentric and
geocentric to analyse the overall situation. For this, impressive sense of customs and impressive
practices to generate addition to the company. for company to have proper knowledge and
sources of staffing regarding international operations (Bourke and Crowley, 2015). Hence, it is
essential to undertake several international approaches such as licensing, exporting and many
more.
In this context, the suitable enlargement of organisation also need to effectively
understand the suitable custom of the regional area need to enlarge and undertake suitable
factors of culture that helps in order to attract employees towards company. For this, Deutsche
Bank need to promote diversity among company as it helps in getting fest talent from the several
concern in order to make company more efficient to have proper image in market. Along with
this, Deutsche bank also has presence which is helpful in order to enhance the image to get more
best talent (Belizon, Morley and Gunnigle, 2016). Furthermore, the globalisation has increased
the chances of conflict and confusion. between workforce that helps in order to have impressive
market capturing .
Identified the difference among the employment laws when international HRM changes local
business system.
Internationalisation of business influence the impressive working. of business activities
and tend to have a significant consequence on world business possibility. It represents that the
happening are volatile in cause and impressive for the employment aspects with regards to the
sustainable management which is beneficial for maintaining and developing employee
relationship (Guest, 2017). In relation to this Deutsch Bank takes into the account various
employment laws while considering foreign expansion: Labour and employment law: Employees are considered as a real and important asset of
each and every business organisation which help in shaping success path for the business.

In the context of Deutsch bank, labour and employment laws are taken into account at the
time of recruitment and selection of a desired candidate from foreign countries while
deciding for global expansion. Apart from this Deutsch Bank can also be beneficial in
terms of mitigating risk and having a global presence by adhering to these laws. To have
a suitable employment laws, sometimes it’s quite difficult to get rid from
underperforming agents and other distributors. Intellectual property: Intellectual property rights takes into the account prevention and
safeguarding of creative art work, innovative ideas and products and other valuable assets
of a company from theft and illegal practices by means of copyright, trademark and
patents. Securing and protecting the company's most valuable assets by intellectual
property rights is costly across globe (Van Mierlo, Bondarouk and Sanders, 2018).
Having said that, Deutsch Bank must take the way of intellectual property right while
making a global expansion which is helpful in gaining competitive edge over others and
ensures smooth running of business operations.
 International trade compliance: In the era of globalisation, companies operate within
and beyond the political boundaries of a nation. Trade compliance defines the terms and
conditions related with trade between the two nations which includes, training, trade risk,
custom duty and taxes, export and import laws along with rules and regulations (Vanhala
and Ritala, 2016). In the context of Deutsch Bank, operational activities must be
conducted in an ethical and legal way considering the needs and demands of business
practices within the overseas market. In order to remain competitive in a Deutsch Bank
must understand and adhere to the laws and regulations of a particular nation.
Use corporate examples of firms using good HR practices
HR practices depict the strategic operations of HR as they lead to for the prominent
foundation and guidance in order to manage the workforce of company and also tends to
coordinate with the executive business plan (Farndale and et. al., 2017). In this context, some of
the HR practices with good examples are discussed as:
Recruitment process for pilots in SilkAir:
SilkAir is the airlines company belongs from Singapore as the company take initiative in
order to expand their operations so that the HR manager has prominent concern regarding the
hiring of the potential pilots. In this context, the process of recruitment plan for the pilots of

SilkAir is effective as they lead to advertise the prominent process of going to be one of the
essential mode for selecting the candidates. In this context, they opt detailed interview and
screening of candidates which they going to be perform prior to the recruitment process.
HRM plan for Pickwick Group:
Human resources are considered as the integral part for the operations of business as there
is the need for the proper management for devising the structure of HRM (Shantz, Alfes and
Arevshatian, 2016). For the respective company, HRM plan highlighted the recognition program,
training and recruitment process. In this context, the recommendations are provided to enhance
the program which is going to help in motivating employees of Pickwick.
Recommendations
Taking into the account above stated information it is concluded that management
professionals plays a crucial role in identifying the business opportunities which enhances the
profitability and performance of a business which in turn increases the competitiveness of a
business firm. In relation to this important points are mentioned below which should be
considered by Deutsche Bank:
 Human resource management of Deutsch Bank helps in improving the business
performance as the skilled and expertise work force work in a right direction for the
attainment of organisational objective. An effective and efficient work force helps in
design and development of business strategies. HRM department is responsible for hiring
and selecting a desired candidate with set of skills and knowledge so that with the clear
defined roles work force could work in right direction which in turn boost the business
performance.
 Along with this, concerned company also used to focus on the growth aspect of a
business activities which requires actively analysing and evaluating of different working
group and individual with an objective to find out the strength and weakness for the
development of further strategies which would help in improving the productivity of an
organisation. Company also tend to focus on educational backgrounds so as to develop an
effective and strong workforce.

CONCLUSION
From the above discussion, it is analysed that human resource management is related with
the suitable management of individuals within an organisation by focusing over the prominent
policies and systems. It represents that the objectives of human resources are useful to ensure
that company is capable to achieve success through individuals. Along with this, several
strategies are analysed as they are helpful in order to create value for an organisation considering
the long term growth and success that put major impact over the national and regional culture for
the HRM strategies. HRM is the process to hire employees by offering suitable training,
establishing policies and tactics to retain them.
Furthermore, individuals also tend to perform task to get their work done for an organisation
by considering prominent staffing for hiring process in order to negotiate in salary figures. They
also represent the significance of organisational models for the employment undertaking the
organisational levers and also represent the proper difference among the personnel and HRM by
showing the importance of local culture and HRM practices. It also evaluates the difference
among the employment laws undertaking the international HRM change for the local business
system. In this context, company also need to recognise the requirements of suitable change by
communicating with employees.

REFERENCES
Books and Journals
Belizon, M.J., Morley, M.J. and Gunnigle, P., 2016. Modes of integration of human resource
management practices in multinationals. Personnel Review.
Bos-Nehles, A., Renkema, M. and Janssen, M., 2017. HRM and innovative work behaviour: A
systematic literature review. Personnel review.
Bos-Nehles, A.C. and Meijerink, J.G., 2018. HRM implementation by multiple HRM actors: A
social exchange perspective. The International Journal of Human Resource
Management, 29(22), pp.3068-3092.
Bourke, J. and Crowley, F., 2015. The role of HRM and ICT complementarities in firm
innovation: Evidence from transition economies. International Journal of Innovation
Management, 19(05), p.1550054.
Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research, 116,
pp.183-187.
El-Ghalayini, Y., 2017. Human resource management practices and organizational performance
in public sector organization. Journal of Business Studies Quarterly, 8(3), p.65.
Farndale, E and et. al., 2017. The effects of market economy type and foreign MNE subsidiaries
on the convergence and divergence of HRM. Journal of International Business
Studies, 48(9), pp.1065-1086.
Giauque, D., Anderfuhren–Biget, S. and Varone, F., 2015. HRM practices sustaining PSM: when
values congruency matters. International Journal of Public Sector Performance
Management, 2(3), pp.202-220.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1), pp.22-38.
Hameed, Z and et. al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Jyoti, K., 2019. Green HRM–people management commitment to environmental sustainability.
In proceedings of 10th international conference on digital strategies for organizational
success.
Noe, R.A and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Shantz, A., Alfes, K. and Arevshatian, L., 2016. HRM in healthcare: the role of work
engagement. Personnel Review.
Van Mierlo, J., Bondarouk, T. and Sanders, K., 2018. The dynamic nature of HRM
implementation: a structuration perspective. The International Journal of Human
Resource Management, 29(22), pp.3026-3045.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.