And human resource management practices

With globalization and to sustain in the competitive environment, the businesses are expanding and are crossing the geographical borders of home country to have an influential presence in the global market. In any organization, human resource is the most integral part that undertakes a large variety of activities and is indulged in designing and implementation of programs and policy that helps in getting improved productivity of employees and take into consideration their changing needs. The company also preferred to recruit a diverse workforce as it would result in a better work environment, brings a unique perspective through innovation, and increase productivity through the detailing of the local market workforce. However, it is a challenge for International Human Resource Management to influence the national culture of the people working in an organization. The national culture is considered as a colere that means nurturing and cultivation of the human minds that can have a direct influence on the behavior of human resources or groups or individuals in society. It has dimensions that include individualism, power distance, and masculinity/femininity and includes long term orientation. It is the soft characteristics of the business and is required for International Human Management and is the foundation stone for the business. The national culture has a great impact and influence on the thoughts, decisions, and actions of an organization (EROĞLU, 2014). With the globalization and involvement of multi-culture worldwide that is quite diverse, the businesses need to acknowledge varying dimensions of the culture to sustain the competitive world and to align with the workforce.

Dimensions of National culture and relevance in International Human Resource Management

National culture has a major influence on international Human Resource Management and the implementation of the policies and procedures concerning it. The business needs to align its strategies of human resources in such a way that it increases employee commitment and result in the achievement of goals and objectives by the human resources as they are the most valuable assets of the organization and these can be done through the proper understanding of the national culture in which the business is operating. With the rapid globalization and internationalization, there is a need to hire human resources that are trained in a cross-culture that helps in effective communication, motivation, and participation in decision making (Đorđević, 2016). The national culture is considered as a control mechanism that helps in determining the suitable candidates or employees for the organization abroad based on their attitudes and behavior and manages human resources through effective human resource policies and procedures.

References

Hutnek, S., 2020. The Impact Of Cultural Differences On Human Resources Policies Of Multinational Companies. [online] Scholarcommons.sc.edu. Available at: <https://scholarcommons.sc.edu/cgi/viewcontent.cgi?article=1061&context=senior_theses> [Accessed 31 December 2020].

Insights, H., 2020. National Culture. [online] Hi.hofstede-insights.com. Available at: <https://hi.hofstede-insights.com/national-culture> [Accessed 31 December 2020].

Ugoani, J., 2016. View Of Cultural Dimensions In Global Human Resource Management: Implications For Nigeria | Independent Journal Of Management & Production. [online] Ijmp.jor.br. Available at: <http://www.ijmp.jor.br/index.php/ijmp/article/view/429/569> [Accessed 30 December 2020].

Unice, 2020. Institutional And Cultural Influences On International Human Resource Management. [online] Unice.fr. Available at: <http://www.unice.fr/crookall-cours/iup_cult/_docs/_Chapter%202%20HRM.pdf> [Accessed 30 December 2020].