International Human Resource Management: Call Centre in Japan

This report provides an analysis of international human resource management (IHRM) challenges faced by companies, specifically focusing on Bosch service solutions, when establishing call centre operations in Japan. It highlights critical cultural issues such as language barriers, the importance of punctuality, hierarchical business structures, and gender roles, which must be considered for successful business practices. Furthermore, the report identifies key human resource management issues, including lifetime employment expectations, employee and labor relations, and traditional business practices, that can impact the recruitment, retention, and overall effectiveness of the workforce. The analysis emphasizes the need for companies to adapt their HRM strategies to align with Japanese cultural norms and business practices to ensure sustainability and profitability in the Japanese market.

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Cultural issues that are to be taken into consideration for operating call centre operations in
Japan............................................................................................................................................1
Human resource management issues that are to be identified for expanding business practices
in Japan........................................................................................................................................3
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
As international human resource management referred to a process of employing training,
developing as well as compensating employees in international and global business level. As
simply international human resource management defined to a process of procuring, allocating as
well as effectively utilisation human resource at international level (Ali and Anwar, 2021). It is
used for company that are managing their human resource operations at global business level. It
consists of various human resource management function like recruitment, selection, training as
well as development along with remunerations. As this report is based on international human
resource management for carrying out call centre operations in Japan by taking up example of
Bosch service solutions which is a leading solution providers of business process outsourcing
that will help in optimising services. As this report includes evaluation of certain cultural as well
as human resource management issues that could be faced by companies in order to carry out
their call centre operations in Japan that are taken into consideration along with its conclusion.
MAIN BODY
Cultural issues that are to be taken into consideration for operating call centre operations
in Japan.
As in order to carrying out business practices it is highly essential to understand as well
as carry a knowledge of differences in business culture of United Kingdom and Japan. As for
expanding out call centre operations in Japan companies of UK needs to identify various culture
issues that could be faced by them like way of speaking in different ways in order to carry out
call centre operations. As it has been identified that Japanese individuals, culture as well as
customs are opposite of United Kingdom (Song and Song, 2021). As sometimes UK business
people could perform their call centre business operations in Japan could be taken as aback by
formality of discussions as well as business meetings. As business card is essential in order to
carry out business meetings as well as they are being held high regard and said to be extension
of individuals. Also along with that they mostly prefers to be quiet and reserved while carrying
out interactions through Japanese business individuals as they interpret silence as a indicator of
wisdom that could be taken into considerations in order to meet up goals. As there are various
cultural indicators that are strictly followed by companies of United Kingdom in order to run
there business practices at international level in country of Japan (Gürlek and Uygur, 2021). As
1

in relation to Bosch service solutions as an example of company of United Kingdom certain
cultural challenges as well as issues that are required to be taken into considerations while
carrying out call centre operations in Japan are as follows: Language: As language is considered to be challenging operations of companies of
United Kingdom in order to carry out call centre operations in Japan (Dao and Bauer,
2021). As in relation to Bosch service solutions call centre should require to carry out
service of top notch translator that could generate meaningful, proper translations of
documents as well as web sources. As if language barriers is being occurred in carrying
out business operations it could affect working of call centre operations as customers of
Japan could not be able to understand language which could create misunderstanding
among company and customers so for that Bosch service solutions are required to
perform out effective as well as best suited language of Japan could be used for carrying
out call centre business functions to be performed easily. Punctuality: As it is considered as a crucial as well as essential cultural considerations
that are to be taken into consideration importantly for carrying out call centre operations
in Japan. As punctuality is considered under culture of Japan which is essential. As if any
business experiences delays in their working, their counter part could have anticipated
and business practices could be affected. As in relation to Bosch service solutions,
company and its working practices of call centres solutions are to be performed on
punctual basis so that effectiveness of working could be maintained by following up code
of conducts as well as ethics of Japanese business corporations in order to maintain their
sustainability for a longer run by earning profits. Hierarchy: As it should carry a strong and effective hierarchical system that present in
business operations of Japan. As country is carrying out its business operations
hierarchical basis by carrying out respect, responsibility as well as authority which is
being implemented in business ethics of Japan (Troger, 2021). As could consists of
various business practices like greeting with shaking hands for having personal pride. As
if these factors are being violated it could be taken into consideration of misconduct of
disrespecting of individuals. As relation in to Bosch service solutions in order to perform
out call centre operations in Japan it is essential for them to greet before carrying out
their talk in order t follow code of conduct of Japanese business ethics.
2

 Gender roles: This factor is considered to be an element that should be followed in order
to sustain business practices in Japan. As culture of Japan fair as well as equal
opportunities to male and female genders in order to prove to themselves in their working
for achieving out desired goals of company. As culture of Japan provides equal
opportunities to women for their social participations which is reflected as well as
influenced by language of Japanese that could diverges into a polite as well as formal
style of giving out speech when they are being utilised by women (Njieassam, 2021). As
by carrying out gender differences in could be taken as biasness in terms of working
along with come under violation of equality laws. As in relation to Bosch service solution
could face this issues in terms of their working as well as carrying out participation of
both genders in order to perform their call centre business practices in Japan at
international level in order to have sustainability of working in Japan business world.
As from these factors of cultural issues as well as challenges it could identified that
cultural challenges like punctuality, gender roles, hierarchy as well as language are required to be
be taken into consideration prior by companies of United Kingdom in order to carry out their
practices of call centre operation Japan. As there are certain advantages for identifying cultural
norms as with it could help Bosch service solutions as well as other companies of UK to perform
out their outsourcing operations in Japan by following out there code of conduct. As it could help
in building brand image as well a creating out goodwill for company in markets of Japan for
earning profits. Also along with that these cultural barriers could give out disadvantage for
company in terms of running their call centre operations (Kholid and Purba, 2021). As different
countries their certain cultural norms so in that case it becomes difficult for companies of United
Kingdom to follow up cultural practices of Japan in relation to carrying out their international
human resource practices. As these practices could proved to be difficult of companies of United
Kingdom to carry up their call centre operations with cultural ethics of UK in order to maintain
their sustainability in Japan.
Human resource management issues that are to be identified for expanding business
practices in Japan.
As culture of Japan is difficult as well as dynamic to understand as they are constantly
gone for carrying out change. As is still focused on using out traditional means as well as values
of managing out human resource as well as its business practices. As with country is based on
3

converting them from a feudal state into a industrialised nation as well as economic value of
adapting of technological advancement in their working operations. As Japan is using their
traditional practices of hiring of their employees as well as managers in an entry level profiles
that are being directly performed out to have pay rises as well as promotions that are automatic
(Truong, Pham and Doan, 2021). As they are using effective wage system by carrying out
participation of their co workers that are based on seniority, status as well as other levels that are
being tied to have length of service other than job duties. As a result it could rise in having
human resource challenges in relation to carrying out their working environment in terms of
hiring and recruiting applicants for having effective running of business. As business practices of
Japan as well as its human resource could lead to have planning for rising their industrial
competitiveness which could consists of adjustments for lack, adjustment for redundancy,
training as well as promotion systems (Lin, 2021). As in relation to Bosch service solutions
taking as an example certain human resource management issues that are to be faced by
companies of United Kingdom in terms of carrying out call centre operations in Japan are as
follows: Lifetime employment: As Japan is generally focused on using out traditional type of
employment that could refers to core employees, leaving out temporary employees,
seasonal employees as well as dispatched employees. As it is generally focused on using
out traditional means of hiring. So as a result Japan is basically focused on hiring white
collar employees for having a lifetime employment of working in terms of carrying out
working practices at international with higher level of performance. As in relation Bosch
services solutions this issue of lifetime employment could be faced by companies of
expanding as well as carrying out their call centre outsourcing business practices
(Adelowotan, 2021). As for having sustainability in Japan this factor and concern of
hiring on lifetime employment should be implemented by Bosch services solutions for
performing their outsourcing solutions practices in Japan. As they should focus on hiring
effective employees for carrying out their working practices. Employee as well as labour relations: As Japanese business is basically focused building
as well as maintaining effective relations towards their workers as well as employees. As
by lacking it could create challenge for company in order to deal with them for making
them work with their higher level of efficiency (Pasae, 2021). As when employees
4

relations are not maintained effectively in working environment it could create a
challenge of human resource in terms of managing their workforce with efficiency. As in
relation with Bosch service solution for performing out their business practices of call
centre operations inn an effective manner as well as resolving this issue of human
resource management company could use effective strategies which could lead to build as
well as maintain employee relation with their staff members and workers so that their
outsourcing operation could be performed well with effectiveness and they could be able
to make profits in higher amounts (Indiyati, Ghina and Romadhona, 2021).
 Traditional business practices: As Japan is using as well as it focused on using
traditional methods of hiring of new employees. As with that they are focusing on
employing various candidates with traditional business practices. So sometimes it
becomes challenging for a call centre operation company to recruit new employees. As in
relation with Bosch services solutions company could face this human resource
management challenge in terms of carrying their call centre operations in Japan (Cowan,
Clayton and Bochantin, 2021). As being a call centre outsourcing company it becomes
difficult for company to retain their employees as they focused on creating as well as
using traditional means for hiring of new employees for carrying out their working
practices effectively by mode of earning profits in markets of Japan. As Bosch service
solutions could use effective recruiting strategies in terms of hiring of new employees.
As from this it could be identified that human resource management should deal in
managing out human resource is considered under a crucial task that to be performed by
companies for carrying out their business practices at international level. So for that various
model could be used be used that could deal implementing Harvard model of human resource
that could be able to deal with challenges that are being faced by companies of United Kingdom
for carrying out call centre operation in Japan. As Harvard framework of human resource
management is defined to a human resource model that consists of five elements that are of
stakeholder interest for having shareholders, management with different groups. As after that
situational factors are examined that could influence workforce features following by core
human resource operations such as recruitment, training as well as other factors. After that
human resource policies are determined for having effective outcomes (Werner, 2021). As these
positive human resource outcomes could generate in having long time consequences that could
5

be individual, organisational as well as societal. As with consequences of human resource
challenges could be decreased. And as a result effective human resource business practices could
be performed. As there are certain positive as well as negative aspects that could be identified.
As this model is beneficial in order to perform out call centre operations in Japan. As this model
carries an advantage of applying out congruence, commitment, cost effectiveness as well as
competence that could provide out long term benefits for by carrying effective working of call
centre practices (Haglund and Ljungberg, 2021). Along with that by having advantage it also
carries a drawback in terms of ignoring out complex human resource management methods that
could be able to bring out more social loafing method along with it could create a rise in conflicts
at their workplace and which could result in having failure of business as well as result in having
low productivity.
CONCLUSION
It has been concluded from above report that international humans resource management
is said to be a business practices that deals in managing out human resource management at
international level. As in order to carry out business practices at international level in different
countries it is essential for companies that should take into consideration some points for
expanding out business practices effectively. As this report carries out a brief explanation of
certain cultural as well as human resource management issues that could be faced by companies
of United Kingdom for carrying out their call centre operations in Japan. As these cultural as
well as human resource challenges are to be identified by companies for carrying out their
business operations in other countries effectively and their profit margins could be increased. As
it could create an awareness in relation to both advantages as well as various potential challenges
which could be resolved in a particular timescale in out perform business practices effectively.
At last this report provides a brief idea of carrying out business practices at international level in
terms of managing out human resources effectively by making profits.
6

REFERENCES
Books and Journals
Adelowotan, M.O., 2021. The Usefulness of Human Capital Disclosures: Perspectives of Human
Resource Managers. African Journal of Business and Economic Research, 16(1),
pp.331-360.
Ali, B.J. and Anwar, G., 2021. An Empirical Study of Employees’ Motivation and its Influence
Job Satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’
Motivation and its Influence Job Satisfaction. International Journal of Engineering,
Business and Management .5 (2). pp.21-30.
Cowan, R.L., Clayton, E. and Bochantin, J., 2021. Human resources as an important actor in
workplace bullying situations: Where we have been and where we should go. Pathways
of Job-related Negative Behaviour, pp.477-494.
Dao, M.A. and Bauer, F., 2021. Human integration following M&A: Synthesizing different
M&A research streams. Human Resource Management Review .31 (3). p.100746.
Gürlek, M. and Uygur, A., 2021. Service-oriented high-performance human resource practices
and employee service performance: a test of serial mediation and moderation
models. Journal of Management & Organization .27 (1). pp.197-233.
Haglund, J. and Ljungberg, C., 2021. Human Resource Management i småföretag: En kvalitativ
studie om småföretags organisering, aktiviteter och utmaningar av det (strategiska)
HRM-arbetet.
Indiyati, D., Ghina, A. and Romadhona, A.F., 2021. Human Resource Competencies,
Organizational Culture, and Employee Performance. International Journal of Science
and Society .3 (1). pp.1-10.
Kholid, A. and Purba, A.S., 2021. Improving the Competitiveness of Islamic Higher Education:
Study Approaches to Development of Human Resource Competencies (HR). Review of
International Geographical Education Online .11 (3). pp.477-493.
Lin, Z., 2021. Impact of Strategic Human Resource Practices On Innovation Behavior of
Employees in Malaysian Construction Industry in Cyberjaya. CENTRAL ASIAN
JOURNAL OF THEORETICAL & APPLIED SCIENCES .2 (2). pp.14-29.
Njieassam, E.E., 2021. 9 Rethinking natural resource ownership and the realisation of the right to
development for indigenous peoples in Africa. Natural Resource Sovereignty and the
Right to Development in Africa, pp.141-158.
Pasae, P., 2021. The Influence of Human Resource Competence Factors on Employee Work
Performance. Point Of View Research Management .2 (3). pp.151-160.
Song, G. and Song, S., 2021. Fostering supply chain integration in omni-channel retailing
through human resource factors: empirical study in China’s market. International
Journal of Logistics Research and Applications .24 (1). pp.1-22.
Troger, H., 2021. Human Resource Management in a Post COVID-19 World: New Distribution
of Power, Individualization, Digitalization and Demographic Developments. Springer
Nature.
Truong, H.T.M., Pham, T.T.H. and Doan, T.T.T., 2021. Historical and Cultural Contexts of
Vietnam Affecting Human Resource Development. In Human Resource Development in
Vietnam (pp. 3-30). Palgrave Macmillan, Cham.
Werner, J.M., 2021. Human Resource Development: Talent Development. Cengage Learning.
7