Human Resource Management at International Level: A Report

This report analyzes human resource management (HRM) at an international level, focusing on key aspects such as diversity in business, HRM practices in China, the importance of cultural awareness, and different working cultures. The report highlights the benefits of a diverse workforce, including improved problem-solving, enhanced customer relations, and increased profitability. It also explores the unique characteristics of HRM in China, emphasizing the role of respect, performance management systems, and the creation of a safe and healthy work environment. Furthermore, the report underscores the competitive advantage gained through cultural awareness, especially for organizations engaging in international trade, and examines the significance of effective communication. Finally, the report contrasts working cultures in various countries, such as Australia and Ireland, highlighting differences in work-life balance, employee trust, and recruitment practices. The report draws on several sources to provide comprehensive insights into the evolving landscape of international HRM, and the impact of globalization on business.

HUMAN RESOURCE
MANAGEMENT AT
INTERNATIONA LEVEL
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Table of Contents
Diversity for business............................................................................................................................2
HR in China...........................................................................................................................................2
Culture awareness adds a competitive edge...........................................................................................3
Working culture.....................................................................................................................................4
References.............................................................................................................................................5
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Diversity for business
This article present that diversity has become more important for the human resource
management to run a business more effectively. Diversity in workplace has increased and
become a talking point in businesses particularly in human resources departments (Gately,
2017). According to me there are many benefits to create a diverse workforce. This refers
organizations to see the strategic benefits of having a broad range of employees. This is very
important to understand the diversity as affect the workplace. The term diversity in business
generate an effective environment to improve performance of the organization by creativity.
It has been observed in the articled that diverse team focuses to solve problem by many
perspectives and generate more solutions. They have effective approach to distribution,
marketing, sales, and management. Organization that give priority to diversity achieve more
success and become more capable to retain and attract high performer employees at large
number. This generate more capacity for the organizations to target demographic customers.
Diverse employees have the strong approach to establish good relation with customers. This
is also mentioned in the article that diversity improves the bottom line of business for future
growth. This support organization to bring a competitive advantage level by attract and retain
diverse talent. Organization with diverse team have more profit than homogenous businesses.
Diversity generate healthy competition and lead to the optimization of organization process
for greater efficiency. Diverse group of organization generate more effective outcome by
personal growth (Der Foo, & Ong, A. 2015). Diversity promote many equal opportunities for
everyone and lead to maintain more productivity. Diversity in business increase creativity in
teams and capability to have a more diverse set of solutions to many problems. It has been
observed within the article that diversity in the workplace lead to greater profits of the
organization. Diversity in business support employees to share experience of high school
knowledge and increase employee engagement.
HR in China
According to this article that Chinese young professionals and managers have
experience of business and western culture. This is assumed that these people have completed
MBA in US, UK, and Australia or worked in western business. The Chinese HR
professionals have a great responsibility towards the business rather than employees. This has
been observed within the article that emerging industries like high technology organizations,
IT, and financial sector like manufacturing industries also give importance to management of
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HRM. HRM in organizations try to have situations for local staffs in terms of leave
entitlements similar to everyone. Organizations in China pay attention to HRM as establish
many new methods and tools like KPI and balance scorecard techniques to identify
employee’s performance. According to my observation each business likes to hire a good
employee and put suitable programs of training and make them capable enough to get higher
level of success. China people are very respectful to their paternities, teachers, and
government. Employees of China wait for leader direction in place of question the
prominence quo, put frontward ideas and create decisions (Sheedy, 2018). HRM in China
develop system of performance management. HRM in China generate a safe and healthy
environment of work that support to bring the best of an employee. This is the primary
responsibility of HRM to create a good environment of work and ensure maximum
productivity. This department in businesses of China has a liability to resolve and manage
conflicts between employees and employers. I have observed that in China position of HRM
is to access the all divisions and management levels. The department of HRM situated in a
horizontal way to communicate effectively and facilitate changes that affect division and
other segment of organizations. The HRM structure differ according to the type and size of
business. Training and development activities of employees include execution, determination,
and education program analysis. HRM in China is more effective towards health, safety, and
protection of employees. The role of HRM is very important for the business and people of
the nation (Mitsuhashi, H., & Chua, R. S. 2012).
Culture awareness adds a competitive edge
This article refer that awareness of culture is a foundation of communication. HRM of
organization refers that culture support to increase the productivity, and motivate by many
incentives. Awareness of culture support to qualities of openness and flexibility to develop
relation with others. Culture awareness supplemented by the knowledge of culture. This is
about to get the knowledge about differences and similarities in diverse groups of individual
regarding its demographic characteristics. I have observed that this support to generate more
awareness about the culture aspects and shape behaviours and beliefs. It has been observed
within the article that Australian organizations prefer to do trade overseas in the region of
Asia-Pacific. Professionals in HRM can lead and help executives to avoid the pillars of
operating in unacquainted cultures. According to me Australian organizations require to
recognize traditions, cultural nuances, and behaviours and provides an advantage at a
competitive level. Long term relationship in Asia regularly decides positions with all
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relationships by invest time (Hopkins, 2015). Patience is a virtue as it takes an extensive time
period for success. New Zealand and Australia are very close regarding culture. The main
key for successful cross-cultural is effective communication. This article elaborated that
departments of HRM require to engage outside experts that prepare its colleagues for
complete business action in overseas. This article discussed that this is depend on the
management as an organization is still not like the part of cultural competency as makers of
decisions are not savvy for cultures. English is a global language for business as it is
changing and people are learning other languages and mandarin. I have observed that the
organization encourages clients of Australia to learn sufficient words in an overseas client
language. The organization looks to hire local people to improve local operations. This
support to retain local talent as build bright future for organization. Cultural capability is a
core economic and strategic advantage (Banerjee, S. 2018). Culture awareness is very
important to understand and adapt the best approaches about the decisions and thoughts by
ensuring to generate positive outcome in business.
Working culture
This article discussed that organization in today’s time accomplish specific goals by
bring employees of the organization together for a specific objectives and goals on a
particular platform and motivate them to provide their level best. This is very important for
the employees to enjoy at workplace and develop a sense of loyalty for business. People of
Ireland are serious about the work and more concentrated on working culture. Employees
within the organizations are passionate regarding work to achieve profit. Employees within
the organization like to have a good time at work too. I have observed that Australia and New
Zealand have the most relaxed culture of work. There is a great life of balance work in nation
(Healey, 2017). Employers of Australia not ask for an interview after resume. They like to do
a trail of doing work of 1 to 3 hours without pay. This option is not available in hospitality.
Organizations gives some weeks or days to prove capabilities in the business. Australian
employers have more faith and trust in employees to manage large workloads and take more
responsibility to perform work more effectively. This has been realized by me that the
organizations also puts more trust and faith in employees to build their career. The trust of the
managers of organizations generate more honor within employee to work more effectively.
Employees give more time and effort for high-end recruitment in Australia and the UK. It has
been observed that there are many facilities to take the leaves for specific reasons and
problems rather than other nations. Australian organizations have a cliché culture rather than
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fair-go. Leadership in the digital age is very different, as prefer an effective structure of
business management. The structure of work in Australia is very relaxed (Parvis, L. 2013). In
today’s time organization likes to have a strong culture by develop effective regulations and
rules and adhere towards existing guidelines.
References
Gately, K. (2017). Diversity is good for business: here are 5 reasons why. Retrieved from
hrmonline: https://www.hrmonline.com.au/innovation/diversity-good-business-5-
reasons/
Healey, B. (2017). Who has the best working culture? Australia, or the rest of the world?
Retrieved from hrmonline: https://www.hrmonline.com.au/section/featured/best-
working-culture-australia/
Hopkins, C. (2015). Cultural awareness adds a competitive edge. Retrieved from hrmonline:
https://www.hrmonline.com.au/section/featured/cultural-awareness-adds-a-
competitive-edge/
Sheedy, C. (2018). What is HR like in China? Retrieved from hrmonline:
https://www.hrmonline.com.au/section/strategic-hr/hr-china-different-same/
Der Foo, & Ong, A. (2015). Do others think you have a viable business idea? Team diversity
and judges' evaluation of ideas in a business plan competition. Journal of Business
Venturing, 20(3), 385-402.
Mitsuhashi, H., & Chua, R. S. (2012). Line and HR executives' perceptions of HR
effectiveness in firms in the People's Republic of China. International Journal of
Human Resource Management, 11(2), 197-216.
Banerjee, S. (2018). Strategic brand-culture fit: A conceptual framework for brand
management. Journal of Brand Management, 15(5), 312-321.
Parvis, L. (2013). Diversity and effective leadership in multicultural workplaces. (Learning
from Experience). Journal of environmental health, 65(7), 37-38.
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