Analyzing Cultural & HRM Issues for Deloitte's Japan Call Center

This report provides a detailed analysis of the cultural and human resource management (HRM) issues that UK-based companies like Deloitte may encounter when expanding operations to Japan, specifically focusing on establishing a call center in Tokyo. It identifies potential cultural challenges such as language barriers, communication differences, varying traditions and beliefs, and diverse employee attitudes and religious practices. The report also addresses HRM issues including conflict resolution, performance management, ethical considerations, recruitment and selection challenges, employee induction problems, productivity concerns, health and safety regulations, disciplinary measures, workplace management effectiveness, and employee retention strategies. Furthermore, the report emphasizes the importance of management personnel as a valuable business resource, highlighting their role in enhancing production, protecting resources, and achieving overall organizational success. Desklib offers a variety of solved assignments and resources for students.

Cultural and HRM
issues

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................4
Cultural issues which arise in human resource management of a company...............................4
HRM issues of UK companies when locating a call centre operations in Japan and their
impact on decision making.........................................................................................................6
Evaluation of management people as a business resource..........................................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is an important part of an organisation which deal in
managing employees in order to increase their productivity (Adler, 2017). In the functioning of a
business at the marketplace, the human resource management plays a crucial role by utilising the
manpower in an effective manner. This project includes a brief description of HRM issues and
cultural issues which are faced by a business entity in long and short run. The report also
includes the impact of HR issues on decision making in order to evaluate healthy decision
making in the company. This report also includes the different cultural issues which are faced by
an international company in order to conduct operations in global market. The above stated
report also includes the various roles and responsibilities played by human resource
management. In this report example example of Deloitte company is taken into consideration
which is a famous United Kingdom based management consultancy. The company is going to
open a professional call centre in Japan which makes it more expandable in the international
market.

MAIN BODY
Cultural issues which arise in human resource management of a company
In the working of a corporate world company, there are several cultural issues arise on
specific basis. It is important for a business firm to develop a precise approach in order to handle
all the cultural issues that arise due to presence of vast manpower. In comparison to the national
company, in international company there are various cultural issues that arise in the marketplace.
Various business organisations in international market takes support of professional human
resource management and strategic management to overcome main challenges. The main cultural
issues which can arise in marketplace are mentioned below:
 Language related issues- The business organisations face different language issues due
to presence of employees from different regions. These issues create a gap between two
or more employees and directly impact on the coordination. In order to handle language
related issues, it is the major responsibility of human resource management to develop a
common language. The HR management of Deloitte, can choose English as the main
language of a company which will facilitate different employees.
 Communication- It is important duty of company, to develop effective communication
channels in the business. The communication problem arises due to presence of large
number of employees and ineffective management hierarchy. The management of
Deloitte should focus on developing systematic communication channels in the
organisation for overall development of the company (Malik, 2019). It is also very much
crucial the company to take help of information and technology elements like e-mail and
internet in order to establish communication between different employees. The
communication should be systematic in a company for the development of whole
business entity in a desired manner.
 Traditions and beliefs- Due to the presence of vast culture in the organisation, the
traditional practices and beliefs of employees impacts a business in different ways. This
impact on employee's productivity in a healthy manner (Brewster, 2017). The beliefs of
employees also determine their dedication towards work which impacts on company's
operations. In order to increase the effectiveness of traditions and beliefs in the company
the HR management is liable for all functions. In order to gain competency edge at the

marketplace, it is most important for human resource management to understand the
wants and needs of every employee.
 Attitude and psychology- Due to the presence of vast culture in the organisation, the
attitude and psychology of the employees matters a lot. The motivation in an uniform
manner is essential for the business entity to implement for developing systematic
functions. In the recent times many successful global companies at the marketplace are
taking help of experts and organisational bodies to survive with competency edge.
 Religious- The religious beliefs of the employees also play a significant role in deciding
the ethical practices in the business (Larsen, 2017). It is the important duty of human
resource management in a business to develop uniform practices for the religious beliefs.
The management of Deloitte should consider faith in religion of every employee and
respect it in a good way to increase moral of the employees.
 Teamwork- This is another major problem or issues which arises in an organisation due
to presence of culture. The team work should be arranged in an organisation with the
presence of a good leader. It is majorly recommended for the organisation to facilitate
systematic team work with the application of democratic leadership style (Brewster,
2017). The democratic leadership style includes the advise of all members of the
management to formulate decisions by taking each employee's consent.

HRM issues of UK companies when locating a call centre operations in Japan and their impact
on decision making
In many companies of United Kingdom, there are various issues related to human
resource management which arises at the marketplace. It is necessary to overcome various HR
issues with the help of techniques and models for sustainable growth of the business entity. Most
of the successful companies like Deloitte should develop a perfect strategy to deal with HRM
issues while locating the business in Japan. Call centre will be open in heart of Tokyo city,
which is the capital of Japan to develop effective operations. The different HR related issues
which arises for many companies of UK and in international market are following:
 Conflicts- The conflicts arise in a company on regular basis as in international companies
there is a presence of large number of employees. The conflicts should be handled by
professional human resource management on daily basis to minimise the behaviour gap
between different employees. It is important for the company to minimise conflicts in a
major sense for increasing the output of employees (Furusawa, 2018). It is the major task
for HR management of a company to handle different conflicts with the help of
universally adopted conflict minimisation approaches to succeed at the marketplace. In
the decisions related to strategy formulation the conflict resolution play a vital role by
developing effective parameters for employee working by providing solutions to the
major problems.
 Performance management- Performance management issues arises in a business entity
due to presence of different types of employees with different mindsets. It is major
responsibility of Deloitte to develop performance of each employee in order to gain
desired success in the marketplace (Milliman, 2017). Performance management is the
major function of human resource management to develop performance management
with the help of effective performance management techniques. The HR management of
Deloitte should use performance increasing strategy to overcome issue of performance
management. The approaches which are used to develop performance of employees
should include proper training and development.
 Ethical issues- The ethical issues which are there in the organisation can impact its
functioning in a crucial manner. It is the important job role of human resource
management to eliminate all the ethical issues that arise due to beliefs and traditions of

several employees. In order to succeed at the marketplace, a company has to develop all
the ethical issue solving techniques to increase the business development (Graham,
2018). The decision making of a company is majorly impacted by the ethical issues in a
significant manner as it impacts on strategy also.
 Recruitment and selection- The recruitment and selection is the major function of HR,
in which the HR management chooses the best technique to hire right employees. If the
HR management of a company is weak then the recruitment and selection is impacted
negatively (Rahman, 2018). The decision making of Deloitte should be effective in order
to develop recruitment and selection approach in order to provide good employees to the
company. The recruitment and selection process of Deloitte should be modified with the
support of top level management to hire skilled and trained employees.
 Employee induction related issues- In a business, this is one of the major issue which is
faced by many business entities. The employee induction is a process performed by
human resource management of a company to make new candidate comfortable for a
given job (Horwitz, 2018). It is the basic function of HR management to develop a
suitable environment for the new employee. In the corporate world, this is a major issue
as HR professionals are not trained enough to handle the employee induction in a
significant manner.
 Productivity issues- The productivity issues are also faced by different companies in
international market. It is the most essential function of human resource management' in a
business to develop optimum productivity in the employees. The productivity issues
which arise in the global market directly impact on the overall productivity of the
company. It is the requirement of Deloitte to formulate and develop effective practices
that lead to develop productivity issue related solutions for the business firm. An
organisation should make its decisions while considering major productivity issues that
arise in the company.
 Health and safety- It is the major issue which arise in marketplace, as the safety and
health of employees should be major responsibility of the company. Deloitte should also
follow the employment laws related to safety of employees in order sustain at the
marketplace. The business entity should make its decisions while taking into
consideration health and safety of the employees. Most of the successful business entities

in the marketplace, develops various approaches that are important for developing health
and safety practices for different employees. The decisions related to develop health and
safety practices for the employees is necessary for a business entity like Deloitte.
 Discipline- It is also a precise issue which arise at the marketplace and it includes the
application of discipline in the whole business organisation to maintain effective
functions. The discipline is most appropriate technique to maintain decorum and healthy
internal environment in a business. In the decision making by management of an
organisation to develop disciplinary approach in order to perform systematic operations.
The company should include discipline and its methods for effectively performing
operations for increasing profitability.
 Workplace management- The workplace management should be top priority of a
company in order to develop sustainable operations. It is the main duty of a company to
develop workplace management for gaining competitive advantage. The management of
workplace helps in development of effective internal environment for the business. In
order to lead the marketplace with competitive edge, it is important for a company to
develop systematic workplace management (Zan, 2018). The issue of workplace
management in human resource management leads to cause chaos in the business firm.
 Retention- This is a main issue which arise at the marketplace for human resource
management as it deals in bringing back the employees who have left the job. The human
resource management of Deloitte should be professional enough to retain different
employees. Retention is one of the major functions of human resource management in a
business to retain large number of employees. This helps in increasing productivity of the
employees and also increases their satisfaction.

Evaluation of management people as a business resource
The management people are most important resource for the business as they develop
effective approach in developing a business. Management people are irreplaceable as they have
distinct capabilities to perform major operations at the marketplace. Management should develop
a precise business strategy in order to protect other resources like employees and Workers. The
importance of management people is mentioned below:
 Increase in production- The management people increases the turnover and production
of a company to sustain at marketplace. The production increase is major target of every
company and it is moral duty of management to increase the production in a systematic
manner in order to gain market share. Production increase is major duty of the workers
and management people utilise them in a sustainable manner.
 Development of business operations- Business operations are major functions which
impact on the business development and decided by management people. The human
resource is best and sustainable technique of performing employee management related
functions in order to gain market share. This is the major importance of human resource
management in a business to develop business operations in a precise manner.
 Competitive advantage- Management people, help a business to maintain competitive
advantage at the marketplace which is a major point. The management people also helps
a business entity to gain market share by following ethical practices. In the long run of
Deloitte , it is important for a company to consider an effective approach that is beneficial
in delivering a competency edge to the business.
 Decision making- It is essential for a business to develop decision making approach
which is helpful in increasing business strength. Good decision making also leads to
eliminate risk associated with the operations. The Deloitte company should implement
autocratic leadership style to develop effective decision making in the company. The
democratic leadership style will facilitate decision making process in the company which
develops effective decisions (Zhao, Y., 2018). It is important for the company to develop
effective decision making which is also helpful in increasing the power of decisions and
regulations. In order to formulate major decisions of the company, the management will
also play a lead role that is required by the system. It is major duty of staff management,

to develop decision making of the business entity by the support of various operations in
order to gain effective edge.

CONCLUSION
From the above stated report, in order to develop human resource's productivity in an
organisation there is a major need of performing human resource operations. This project
concludes the significance of human resource management in simplifying operations related to
business development in tough times. The human resource management plays a vital role in
developing the employee performance in a short period of time. This project concludes that it is
major function of HR management in a company to develop a precise strategy which is
beneficial for overall development of the business. The above mentioned report concludes that it
is major duty of human resource management of an organisation to develop a good approach in
developing competitive advantage.

REFERENCES
Books and Journals
Adler, N.J. and Ghadar, F., 2017. 6. A Strategic Phase Approach to International Human
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Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and practice in European human resource management (pp. 1-21).
Routledge.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Furusawa, M. and Brewster, C., 2018. Japanese self‐initiated expatriates as boundary spanners in
Chinese subsidiaries of Japanese MNEs: Antecedents, social capital, and HRM
practices. Thunderbird International Business Review, 60(6), pp.911-919.
Graham, B.Z. and Cascio, W.F., 2018. The employer-branding journey: Its relationship with
cross-cultural branding, brand reputation, and brand repair. Management Research: Journal of
the Iberoamerican Academy of Management.
Horwitz, F.M. and Mellahi, K., 2018. Human resource management in emerging markets.
In Human Resource Management (pp. 337-357). Routledge.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Malik, A., Pereira, V. and Tarba, S., 2019. The role of HRM practices in product development:
Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal of
Human Resource Management, 30(4), pp.536-564.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Rahman, M., Mordi, C. and Nwagbara, U., 2018. Factors influencing E-HRM implementation in
government organisations: Case studies from Bangladesh. Journal of Enterprise Information
Management.
Zan, L., Baraldi, S.B. and Santagati, M.E., 2018. Missing HRM: the original sin of museum
reforms in Italy. Museum management and curatorship, 33(6), pp.530-545.
Zhao, Y., 2018. Managing Chinese millennial employees and their impact on human resource
management transformation: an empirical study. Asia Pacific Business Review, 24(4), pp.472-
489.