The paper "How Culture Influences Human Resource Practices " is a great example of management coursework. The management of human resources in various economies, legal systems and cultures are faced with various challenges. One of the major hindrances to human resource management is the cultural forces. Culture is made up of forces within the society which affects the actions, beliefs and values of different groups of individuals. Cultural differences surely subsist in the midst of states and also considerable cultural differences subsist within states. For example, there are conflicts in the globe that are caused by ethnicity or religion, this shows the significance of culture on global corporate.
Getting people who hail from diverse tribal and ethnic backgrounds working collectively as a unit is a challenge in different parts of the globe. Human resource management in organizations calls for an understanding of the impact of both the external and internal surroundings of the organizations. The internal work culture characterizes the internal setting while the institutional or enterprise culture together with the social-cultural environment characterizes the external surroundings (Aycan et al. , 2000). This paper will discuss how these cultures affect Human Resource practices. Culture differences influence many company variables.
A good example is the communication barrier caused by cultural differences within an organization. The increase of the worldwide scope of human resource management in addition to globalization represents a major premise on the subject of the global harmonization of the HRM practices. Nevertheless, diversity is the key feature of global human resource management representation. The HR practices have been a victim of considerable changes in the last decade which has been attributed to social, political, economic and cultural context globally.
Human resource managers are involved in the procedure of detailing organizational policies and strategies. Globalization has helped in the creation of a political, economic, legislative and a social environment worldwide, but regardless of all this, the cultural diversity amongst different countries means that the human resource practices are characterized by various elements (Aycan et al. , 2000). Recruitment and selection Recruitment is the procedure of catching the attention of people with suitable qualifications and insufficient amount, on a timely basis, mounting their attention on the company and persuading them to seek employment opportunities within the company.
Selection is picking from a collection of applicants the person who best suits an exact position based on non-conventional and conventional methods (Crawford, 2004). Foot and Hook (2005) suggested that the procedures of recruitment and selection are strongly connected and they are both directed towards acquiring proper competent individuals. Each organization and nation have different recruitment and selection policies (Reiche, Lee, Quintanilla & others, 2008). Due to competition, associations are setting up new workplaces in distinctive nations over the globe. Working in a few nations, the associations are less concerned about their size, location or how much they are affected by the diverse cultures in the diverse nations.
Cultures with their arrangement of qualities clarify the demeanor, conduct of individuals and the decisions individuals make. In this way, inferring their assets, particularly human from the host nation makes the host nation’ s culture a critical variable in the subsidiary operations (Pudelko & Harzing, 2007).