International HRM: A Critical Evaluation of Cultural and HRM Issues

This report critically evaluates the cultural and HRM issues that UK-based Confero Ltd needs to consider when establishing a call center in Japan. It highlights the importance of understanding Japanese culture through Hofstede's Cultural Dimensions Model, addressing aspects like power distance, individualism vs. collectivism, uncertainty avoidance, masculinity vs. femininity, long-term vs. short-term orientation, and restraint vs. indulgence. The report also examines HRM challenges such as staffing and recruitment, effectiveness management, leadership development, and change management, emphasizing the need for adaptation, innovation, and effective communication to succeed in the Japanese market. It concludes that addressing these cultural and HRM issues is crucial for Confero Ltd to achieve long-term success and profitability in Japan.

International HRM

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A critical evaluation of cultural issues UK companies require to consider at the time of
locating a call centre in japan ......................................................................................................1
A critical evaluation of HRM issues that UK companies require to look when locating a call
centre operation in japan..............................................................................................................4
Conclusion.......................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
This report aims to analyse about the evaluation of cultural and HRM issues for a
business. While, locating a call centre in japan. HRM is a division of business whose
responsibility is to recruit talented and suitable employees for the organisation. On the other
hand, Internation HRM targets the suitable employees. In this the activities of HR manager done
on international level (Cooke, and et.al 2019). HR has a duty to meet the organisational
objectives and goals in the future. Confero Ltd is UK based call centre which has seven years of
experience. The company is highly successful in outsourcing. They also provide best customer
experience. The organisation is also partnered with different brands in the market. In this report,
there will be brief discussion about the duties of international Human Resource Management.
Along with that, there will be brief analysation of potential issues which HRM manager face
while operating call centre in UK.
MAIN BODY
Human resource manager duty is most important in the organisation. It mainly affects the
productivity and business operations of a company. On the other hand, culture is said to be
belief and values which are performed by a society and a business. Good organisational structure
helps the employees and staff to perform better (Mahmood, Absar, and Uddin, 2018). It helps
them to attain higher productivity in the organisation. Human resource practices includes several
factors. For example communication, Problem solving, Time management etc. These skills are
inherent for the HR manager to become more effective in the organisation. The company could
achieve their goals more efficiently in the market. The main focus of the organisation is to
develop their managerial and Human resource skill. The company might face some implications
while achieving their objectives.
A critical evaluation of cultural issues UK companies require to consider at the time of
locating a call centre in japan
There are various example of organisational culture which includes philosophy, values
and expectations. Positive attitude of employees in the organisational culture helps the
organisation to achieve their goals and objectives in a simpler way (Liu, Cooper, and Tarba,
2019). Human resource recruit techniques must be proper to find the best candidate for the
organisation.
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While analysing the cultural issues the managers of the organisation needs to address certain
problems. In case of Confero Ltd while locating the call centre in japan mangers has to study all
different aspects of a newer region.
Application of Hofstede’s Cultural Dimensions Model is suitable:
This model was developed by Hofstede in 1973. The main purpose of this model is to
study the values of employees worldwide. This theory has six categories that define culture:
 Power Distance Index – The Power index measures the extent of inequality and power
which is tolerated by the organisation. On the other hand, by the individuals. In this the
lower level authority respects the top management. The person who has high authority
and rank in the organisation (Aust, Muller-Camen, and Poutsma, 2018). It is essential for
the organisation to see all the equalities and inequalities in japan. While setting up the
call centre. The HRM has to distribute the right amount of responsibilities to different
people in the organisation. In Japan the situation is extremely hierarchical. All the
decisions which are made must have the authority of each layer of management in the
organisation. In Confero Ltd the HR manager find difficult to coordinate with all the
management at same time.
 Individualism Vs Collectivism – In this dimension it considers that the groups are self
integrated with each other. On the other hand, the individualism has the most prominent
place. While achieving the goals and objectives. The importance of goals and objectives
are important in a person's self image (Zhu, 2019) (Ozbilgin, 2020). In Japan the person
only looks for themselves and the family. Japan also shows that it has the features of
collectivistic Society. The person has the responsibility to make its career by living on
their own. For the organistion Confero Ltd, the collectivism of HRM manager will play a
huge role. The HR managers had to engage the management in the decision making. The
individual could also loose interest and could lack the persons potential.
 Uncertainty Avoidance Index – In this dimension the company tries to control the
future which is uncertain. The members of the organisation feel threatened for the future
opportunities and unknown situations. Japan comes in one of the most uncertainty
countries. The country is facing natural disasters very often. On the other hand, they had
prepare themselves every time for the future. For Confero Ltd, high uncertainty is one
most inherent cultural issue. The people of the country is mostly predictable. There are
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some situations which are not known by Human resource manager. The organisation
could have an impact in the operations which are evolving in the market.
 Masculinity Vs Femininity – In this dimension the man and woman of the society is
divided under Masculinity and femininity. Masculinity has different characteristics which
shows that their role is asserted and concentrated on wealth and achievement. On the
other hand, femininity comes with different role it mostly focus on modest and nurturing.
Along with the quality of life (Qi, Zheng, and Pyman, 2021). In Japan high masculinity is
a serious cultural issue. It could stop the growth of female employees in the organisation.
Female candidate will find it difficult to approach new opportunities and recognition in
the company. For Confero Ltd the organisation has to treat their employees equally.
 Long term orientation Vs Short Term Orientation – This demission shows the
particular time horizon and difference in the society. Long term Orientation shows that
the organisation needs to be more focused on the long term goals. Long term growth
helps the company to become more stable in the market. It also helps the company to
generate more revenues in the future. On the other hand, Short Term Orientation helps
the organisation to achieve the success in short time. Their goals and objectives are fixed
depending on the circumstances which arrive in front of them. In Japan most of the
business involve themselves in long term orientation. While locating a call centre
operation in japan the Confero Ltd company could face various cultural and HRM issues.
The company could face loss in the market at first. But ignoring that they had to focus on
the long term success. They could take the help of various innovation methods and ideas
to achieve a strong hold in the market. The HR manger also had to manage the
organisation properly. They had to coordinative chain between the management and
employees to carry the formation smoothly.
 Restraint vs Indulgence – This dimension considers the extent of an individual. While
fulfilling the utmost desires. Indulgence means that the individual could enjoy life and
have fun. In response to fulfilment of goal and desire. On the other hand, in restraint the
fulfilment of life and enjoyment could only be done through. By, fulfilling the social
norms of the society (Brewster, and Mayrhofer, 2018). In Japan there is vast impact of
this dimension. When Confero Ltd company operates its call centre in Japan. The HR
could find the employees who are productive. They could helps the organisation too
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achieve the goals and objectives in the upcoming future. Japan peoples are more work
oriented rather than enjoying their life. The HR manager could find a perfect workforce
for the call centre company. This is mainly a plus point while running a organisation in
japan.
It clearly shows that application of Hofstede's theory of cultural dimension is important.
It helps to understand the values and behaviour of the society. On the other hand, it improves the
knowledge of cross cultural relationship in the organisation. In case of Confero Ltd the company
has a rich practice if doing its operations smoothly in the market. In terms of implementing the
changes the company might find it difficult. It is also shown that the dimension of culture has the
problem to cop up with other nations.
A critical evaluation of HRM issues that UK companies require to look when locating a call
centre operation in japan.
Human Resource Management works for the organisation. Their job is to recruit talented
candidates in the best job position. On the other hand, International Human Resource
Management has to create diversity in the workplace. Their duties and responsibilities particular
enhances while working globally (Agarwal, and Al Qouyatahi, 2018). Within Confero Ltd the
company has to take care of various issues. While locating their business in Japan. The
organisation could use new strategies and methods to increase the performance of their company.
In Japan the main source of success for an organisation is technology and innovation.
Confero Ltd could innovate new ideas to become more profitable in the market. The main
focus is develop leadership and communication qualities in the organisation. HR manager has to
improve their Problem solving skills. The manager could encounter several problems at first. The
business is evolving changing in every perspective.
There are various challenges which Confero Ltd will face while establishing their
operations in Japan.
 Staffing and Recruitment – This is the most common objective of Human Resource
Manager. The HR manager has to find most productive employee for the organisation.
On the other hand, staffing refers to train the employee to become productive in the
company. The individual could get certain rewards and recognition in the organisation.
There are several issues which the HR manager could face. In Japan the manager find the
job tough to attract several candidates. The technological sources are dynamic in japan to
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recruit the potential candidates. On the other hand, there is language barrier in japan
which could arise certain difficulties for the HR manager. Confero Ltd has the necessary
experience. In terms of managing their HR operations and adapting to newer region in the
market.
 Effectiveness Management – It is the most common factor which HR manager develops
with time and experience. HR experience might benefit the organisation in a better way.
The manager will find the best suitable employees for the company. Confero Ltd HR
department has the right knowledge. On the other hand, they have enhanced skills and
abilities to recruit best people in the market. The management has to coordinate with the
HR department. In order to do the operations effectively in the market. Japan has
different set of environment and rules. At first the manager and the organisation might
find it difficult to adjust.
 Leadership Development – This is the biggest challenge for Human Resource
management. Leadership in the organisation should performed efficiently. The qualities
develops with time and right experience. The HR manager could use different tools to
recruit talented candidates. It includes right screening of candidates, and adapting to
newer technology (Boxall, 2018). HRM manager has to effective communication and
coordination with the management. They had to carry necessary productiveness from the
employees in the company. On the other hand their main job is to train employees to
generate more revenues for the company. Confero Ltd organisation has the proper
effectiveness due to their experience. The organisation also holds a variety of quality
brands and stakeholders. These companies could support them in any difficult
situations.
 Change Management – There are certain business who find difficult to transit
themselves from one operation to another. The management does not have the right
experience and ability to work in a dynamic situation. This is the main issue HR
management to not perform its duties effectively due to change of management. In the
future the companies can counter change of management. By applying right training and
development program. Confero Ltd has to face different problems because they are
location to new country. In Japan due to their technological atmosphere the organisation
could take advantage in certain situations. The HR manager has to deal with different
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problems and issues. To solve that right training and development helps to deal with the
situation of Change management.
 Expansion of Skills and Knowledge – Human Resource Manger could expand their
skills. On the other hand, they could enhance their knowledge to become more effective
for the organisation. The manager could implement a strategic organisational structure. In
order to increase the employee productivity. The HR manager had to develop the right
training and development program. This will help the company to carry out its operation
smoothly. The management could introduce new promotions and recognition programs.
This strategy will motivate the employees and help them to work in an effective manner.
Confero Ltd has the ability to make the right strategy and ability. This will help the
company to gain a competitive advantage over its competitors.
Advantages of operations in Japan.
There are Certain advantages while establishing the business operations in Japan:
 Technological Advantage – Japan counts as one of the most technological and advanced
countries. The organisation could explore new opportunities and gain a competitive edge
in the market (Thite, 2018). Confero Ltd has the right experience and technological
stability to become best in the market. On the other hand, they could generate more
revenues in the market.
 Benefit of Selecting talented candidate – In Japan there is benefit of selecting the
talented employees. The HR manager could find talented employees for the organisation.
This could help the organisation to generate more revenues in the market. Talented
candidates are more efficient. In terms of fulfilling the goals and objectives. Confero Ltd
could become more stabilised and profitable. On the other hand, they could achieve more
productivity in the market.
 Advantage of Indulgence – There is an advantage of the person ability and motivation
towards work. In Japan more person's are work oriented. Their only motivation is to work
in a systematic manner. With achievement of their goals and objectives. Confero Ltd HR
manager has the best advantage to only find hard working and talented employees. This
states to become a benefit for the company.
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Conclusion
From the above report, it has concluded that Confero Ltd could face the cultural and
Human Resource management issues. While establishing their operations in Japan from UK. On
the other hand, there is a discussion about Hofstede model of dimension. Which helps the
organisation to counter different cultural issues. Along with that, there is also an discussion about
the challenges which could be faced by Confero Ltd. For further instance, there are certain
advantages which the company could take benefits. While, establishing the operations of
business in Japan.
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REFERENCES
Books and Journals:
Cooke, and et.al 2019. How far has international HRM travelled? A systematic review of
literature on multinational corporations (2000–2014). Human Resource Management
Review, 29(1), pp.59-75.
Mahmood, M., Absar, M.M.N. and Uddin, M., 2018. Understanding Comparative and
International HRM: A Review of Three Main Theoretical Perspectives.
Liu, Y., L. Cooper, C. and Y. Tarba, S., 2019. Resilience, wellbeing and HRM: A
multidisciplinary perspective. The International Journal of Human Resource
Management, 30(8), pp.1227-1238.
Aust, I., Muller-Camen, M. and Poutsma, E., 2018. Sustainable HRM: A comparative and
international perspective. In Handbook of research on comparative human resource
management. Edward Elgar Publishing.
Zhu, J.S., 2019. Chinese multinationals’ approach to international human resource management:
A longitudinal study. The International Journal of Human Resource Management,
30(14), pp.2166-2185.
Ozbilgin, M., 2020. International human resource management: Theory and practice.
Bloomsbury Publishing.
Thite, M. ed., 2018. e-HRM: Digital approaches, directions & applications. Routledge.
Qi, S.L., Zheng, C. and Pyman, A., 2021. HRM Policies and Practices in Emerging Market
Multinationals: A Contextual Analysis. International HRM and Development in
Emerging Market Multinationals, pp.32-56.
Boxall, P., 2018. The development of strategic HRM: Reflections on a 30-year journey. Labour
& Industry: a journal of the social and economic relations of work, 28(1), pp.21-30.
Brewster, C. and Mayrhofer, W., 2018. Comparative HRM: The debates and the evidence. In
Human Resource Management(pp. 358-377). Routledge.
Agarwal, S. and Al Qouyatahi, K.M.S., 2018. HRM Challenges in the Age of Globalisation.
International Research Journal of Business Studies, 10(2), pp.89-98.
De Cieri, H., Sanders, K. and Lin, C., 2022. International and comparative human resource
management: an Asia‐Pacific perspective. Asia Pacific Journal of Human Resources,
60(1), pp.116-145.
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