Strategic HRM and Cultural Influence: A Comprehensive Report

This report delves into the core concepts of Human Resource Management (HRM), examining how organizations, specifically using SIEMENS as a case study, utilize strategic HRM to create value. It analyzes the significance of HRM practices in the Asian market, considering the influence of regional and national cultures on these practices. The report also explores organizational models of employment and the levers used to create value, comparing HRM and personnel management practices using Storey's distinguishing points. Furthermore, it investigates the role of culture in recruitment, firing, and HRM practices during international expansion. Finally, the report examines the differences in employment laws when international HRM changes local business systems, providing a comprehensive overview of the multifaceted nature of HRM in a global context.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Examine how organisation utilised strategic human resource concepts to create of value in the
firm.........................................................................................................................................3
Analyse the influence of regional and national culture on the practices of Human resource
management in Asian country................................................................................................4
Appropriate organisation's model of employment and state organisational levers used by the
firm to create value.................................................................................................................5
Utilizing Storey's distinguishing points between HRM and personnel management as a
standard , describe HRM or personnel management practices that are being conducted by the
firm in Asian market ..............................................................................................................6
Significance of culture in recruitment and firing process and HRM practices during expansion
of company in international market........................................................................................8
Examine the difference in context of employment laws when international human resource
management changes local business system..........................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Books and Journals .......................................................................................................................13

INTRODUCTION
Human resources management is the essential function or system of the organisations it is
important for organisation because it involves the various functions, techniques, activities and
process of the human resources management which aid to manage the employees and other work
staff with in the different operational activities of the company in national and international for
with effective techniques in order to achieve the task and success of the company with in the
competitive market(Azarniya and et. al., 2019). HR manager have to perform the different roles
in order to provide the productive team to organisation for productive results. Such as they have
to recruit, select and provide training to their staff for the productive performance and
organisation goal achievement. SIEMENS is the German multinational organization it involve
the technological product and services in their business. Such as computer tomography,
molecular immunology and so on (Berber, Đorđević and Milanović, 2018). In this report HRM
function and management strategies is consider along with its evaluation its effects on
organisation.
MAIN BODY
Examine how organisation utilised strategic human resource concepts to create of value in the
firm
Human resources management is they key part of the organisation which aid to reach the
success. There are the various HR strategies and practices which has to be adopted by the
organisation HR manager in order to manage the organisation culture and environment
productive for the high performance. SIEMENS organisation uses the best HRM management
strategies by aid of their skilled HR mangers in each branch of the company (Bratton and Gold,
2017). There purpose with HRM function is to develop and maintain the skilled, competitive and
productive staff, which aid to develop the new technological products and to get the higher
value at market. For that HR manger use different techniques to increase the customer
satisfaction and productive work place (Brewster, 2017). So there are the multiple way to use the
the effective concepts of the HRM in order to crate value given below.
Increase employee engagement- This is the essential concept of the HRM,this help the
organisation to achieve their business objectives smoothly and accurately. This is the process of
developing strong relationship with employees and company in terms of goal achievement and

success (Chakraborty and Biswas, 2019). Such as HR manager can make the effective team and
group management strategies, in which they should involve motivational, team appraisal and
employees contribution in organisation discussion making process. So this can build the
employees engagement for organisation success by their best efforts and interest on goals of the
company. SIEMENS HR manager organize the regular bases meeting for the discussion of new
and innovative ideas, which can aid to get various ideas for the product development and build
the employees interest along with motivation for goal achievement.
Brand image construction- Human resource is not just about the employee's
management it also include the consumers management and the brand value of the company
influence their relationship with organisation (Cooke, 2018). Brand value is the factors which aid
the organisation to promote their product effectively without lots of the investment and this value
is develop by the effective services and product. So for that HRM system of the organisation can
contribute, with the their function of productive employees recruitment, with skills which help
the company provide quality product to their customers (El-Naggar and et. al., 2020).
SIEMENS use their HR function for their brand value management by their effective recruiting
process of the creative staff with positive behaviour which aid to achieve this objectives for
organisation success.
Analyse the influence of regional and national culture on the practices of Human resource
management in Asian country
In today's business conditions, globalisation have created huge impact on management of
the business firm aiming for future growth opportunities. Various business firm are expanding
their respective business activities globally, it enhances profit making capacity of the firm as
well as promotes high market presence of the company (Fan and et. al., 2021). However,
management of business enterprise has to modify its operational policies as well as their key
strategies as per trending market customer needs of that particular region. Various cultural and
regional behaviour of people guides the behaviour of people residing within the society. With
addition to that, demand of various market customers depends on respective cultural followed by
them (Fei and Aun, 2019). Sound management of the business enterprise operates as per trending
market needs of customers as well as formulate flexible plans and policies for effective
conduction of respective operational activities of the company.

In regards to chosen company as operational activities of the company deals in cosmetic
products, the location of business operation has a huge impact of operational activities of the
workforce (Guinan, Parise and Langowitz, 2019). The marketing department of respective firm,
performs deep research of the market wherein the business firm will operate its business
operations. It ensures effective working of the workforce and helps organisation to achieve its
pre decided goals and objectives at given time framework. It might be possible for business
enterprise that demand of a product or service is high in one cultural region and at the same time
is not liked by consumers of different regions (Järlström, Saru and Vanhala, 2018). Therefore
management of organisation conducts prior research of given market before undertaking
business activities of the firm.
Appropriate organisation's model of employment and state organisational levers used by the firm
to create value
Organisation's model of employment or simply called employment model is referred to as
methods which are used by various business enterprises for conducting activities associated with
recruitment of talented employees. This method involves basic recruitment techniques used by
HR department of various firms with little modification of strategies (Javadi and et. al., 2019). It
includes implementation of various recruitment techniques with providing better working
environment to talented employees for boosting up their moral towards business policies and
strategies.
The HR division management in respective organisation i.e. SIEMENS, uses strategic
hiring methods for requirement talented candidates under this approach. This method involves
formulation of specific guidelines towards conduction of various recruitment strategies for
preserving valuable resources of the firm, also ensuring boosted moral of respective staffs in an
organisation (Keegan, Ringhofer and Huemann, 2018). This practice rewards an organisation
with skilful staffs and also contributes towards boosting up performance of various employees by
providing them with training and development programmes as per new market trends.
The chosen organisation i.e. SIEMENS, follows approach of no shortcuts towards
achievement of organisational goals and objectives. Organisational lever to shape efforts being
produced in the business firm towards its success in pre decided plans and objectives are as
follows:

Strategic Direction: Building up of an effective/sound management of a business firm
consists of defining clearly respective aims and objectives of the business enterprise. It becomes
important for managers or leaders of the enterprise to clearly define respective goals and
objectives of various individuals working in an organisation (Kim and et. al., 2017). It shapes
efforts being produced in the firm towards effective attainment of business goals without
wastage of valuable resources of the company.
Strategic Communication: Establishing effective communication between various
departments of the business firm is an important role of managers or leaders of the concerned
firm (Kleczek, 2019). When in an organisation every department knows their respective
responsibilities towards each other, it enhances better coordination of efforts being produced in
the company and promotes growth of the workforce.
Utilizing Storey's distinguishing points between HRM and personnel management as a
standard , describe HRM or personnel management practices that are being conducted by
the firm in Asian market
There are the various factors which make the difference between personnel and HRM,
such as in context to the British and Chinese market, employees want the positive work
environment and fair remuneration. Their basics requirement is related to the helping, positive
and facilitated work environment along with the transparent organisation polices.
Benchmarks Human resources
management
Personnel management
Communication For every type of organisation
communication is the impotent
factor which has to be manage
by HR manager with in the
organisation. As it involve the
effective flow of the task
achievement techniques and
information (Lee and
Gunderson, 2018). This aid the
manager to make the
Personnel management in
context to the communication
should be done by both HR
manager and employees. As it
aid to effectively share their
point of view and make the
strong relationship.
Employees have to improve
their communication skill on
the basis of organisation rules

productive work environment
with clear team goal and
effective guidelines.
SIEMENS manager use
various process of the
communication development
and improvement with in the
organisation in order to utilize
its positive effects such as they
are using different training and
discussion process. So through
this their employees
understand each other along
with their goals.
and regulation for behavioural
and cultural activities (Manzo
and Devine-Wright eds.,
2020). Employee's have to
adopt the traditional
communication skill of the
international market in order to
effectively surve the
customers.
Job design The HRM system of the
organisation in India. Uses the
use different organisation
polices which satisfy the
workers and encourage them
to work productive.
SIEMENS is having the
effective job design with
various benefits.
Organisation help their
employee's to develop their
own job design in context to
the performance and team role
activities. There employee's
should be motivated to develop
their skills.
Conflict management For the conflict management
leader have to use their
management skills along with
planing. Such as in
SIEMENS HR manager use
different policies for national
and international level staff
Individual management of the
conflict by employee's, is can
prevent the issues but not for
long time as this have to be
manage by the organisation in
order to remove employee's
issues. Such as employee's can

management. Which provide
the support in terms of
employees needs and conflict
management. Along with this
manger use their effective
management skill to sort out
this.
prevent the conflict but with in
some time again develop with
more problem so this have to
be self consider by the team
with their leader in order to
short out this.
Significance of culture in recruitment and firing process and HRM practices during expansion of
company in international market
The factor of location during international expansion of the company has a huge impact
on various plans and policies adopted by respective HRM department of the business firm.
SIEMENS, aims at effective understandings of respective market environment, in which
operational activities of the business firms is going to take place (Meijerin and Keegan, 2019).
Better understanding up of respective operational market of an organisation helps in avoiding
wastage of valuable resources of the firm and contributes towards giving strong competition to
company's competitors.
The respective firm formulates various HRM policies that fits as per policies and
according to government regulations (Migdadi and et. al., 2018). This helps company in avoiding
any sort of wastage of valuable resources and efforts being produced by various employees
working in a business firm. With addition to that, it also helps in establishment of better brand
image of the product or service being delivered by company to its valuable customers.
When a business organisation expands its respective business activities, the HRM plays
an important role in carrying out business activities smoothly (Moore, 2020). As conversion of
business activities from domestic to international involves huge investments of financial
resources of the firm and includes adoption of various management theories.
Examine the difference in context of employment laws when international human resource
management changes local business system
Human resources management system of the organisation be differentiate form the local
level of business and international level business. Because every every country have their own

employment law, business law and legislation (Noe and et. al., 2017). Which has to be follow by
the organisation for their consumer's and employees management. So there SIEMENS use
specific strategies for the management of human resources with in the changing legislation of
different nation.
 Intellectual property- According to the law of businesses, every organisation
should register their intellectual process, techniques and activities of the
businesses in order to protect them,From illegal activities. Such as organisation
have to protect them at different nation from fraud (Österman, 2017). They can
protect their business assets by the aid of this intellectual property registration
laws. SIEMENS is one of the best technological development company and they
use the different intellectual property registration method's such as Patent and
copyright.
 Labour and employment law- Every nation have their own legislation for
employment which has to be flow by the every national and international
organisation in order to manage economy of nation and to satisfaction then
employee's with their salary and work environment (Pereira, Malik and Froese,
2017). So employment law set the hygiene, safety, salary and other employees
management law along with the legislation for facilitated work environment.
SIEMENS due to its technological business they have the higher skilled and
qualified employees along with the huge risk of the technical mistake (Radke and
et. al., 2020). So for that organisation follow all the safety and risk management
rules along with the effective salary offer for their employees safety and
satisfaction, motivation.
 International trade compliances- Then another most important legislation for
the international business organisation is international trading laws and
legislation. Organisation should posses all the essential knowledge of the
international trading in order to get smooth flow in their business performance
and productivity (Rigaux and Cunningham, 2020). SIEMENS is the
technological organisation which trade their product internationally by following

all the trading rules and regulation in order to successfully achieve their target and
prevent the legal issues of the business process.

Recommendation
For each and every organisation employees are the key to meet their business objectives
(Rogers, 2017). They help the organisation to accomplish their work in order to meet their
objectives and organisation growth there are some recommendation given blow in context to the
HRM for employee's development and improvement.
Training and development- This is the most essential activities for HRM which help in
the more improvement and development of the employees skills and performance by giving them
new techniques and performance knowledge by organisation effective training programmes. It
aid to improve the skills and competency of the employee's, along with this it develop the
situation management and dealing skills in the workers (Saffari, Soltani and et. al., 2018). In
context to chosen organisation, managers and leaders of the business firm should set up training
and development programmes in order to keep operational working of the business firm up to
date and be customer's favourite for long period of time. It will contribute towards attainment of
desired goals and objectives of the business enterprise effectively by assuring professionalism,
avoiding any sort of wastage of resources of the firm.
Feedback: For monitoring performance of various employees working in the business
organisation, it becomes important for management of the firm to collect regular feedbacks from
employees working in an organisation. It helps in boosting up of performance of various
employees working in the workforce by providing them with enough motivational techniques.
With regards to chosen firm, higher authority of business firm should regularly collect feedback
from their respective staffs working in the workforce (Zaid, Jaaron and Bon, 2018). It helps in
extracting information about how well policies of the organisation are been implemented and are
sound enough to carry out business activities in given marketplace.
Employee satisfaction: For effective working of a business firm and to maintain healthy
working environment, managers and respective higher authorities of the workforce has to keep
moral of respective employees working in an organisation (Yong, Yusliza and Fawehinmi,
2019). For ensuring better utilisation of valuable resources of the firm satisfaction of various
employees is needed.

CONCLUSION
From above discussion, it can be analysed that HRM plays an important role in
enhancing productivity of employees working in an organisation. It helps operational
management of the business firm to achieve business goals and objectives effectively within
given time framework. The present report illustrates various HRM strategies used by chosen firm
in order to deal with its cultural and regional environment. It has been analysed that regional and
national culture impact on HRM practices. With addition to that, it is been determined that
various changes in employment law are been encountered while expanding business activities
from a locally based business enterprise to operate its business operational activities in
international markets. Sound management of a business enterprise sets up various training and
development programmes for ensuring better growth of the business firm and ensure improved
brand image of company's product and services in given marketplace.

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