The impact of culture on human resource management practices

Dr Karin Moser brings together knowledge of computer science and psychology to research why individuals within an organisation share or withhold their knowledge Modules Students studying for the MSc HRM and PgDip HRM will be required to complete the 4 core units in your first year.

The impact of culture on human resource management practices

The Nature of the worker HR challenge: Whatever the cause, the result is a waste of the talent that companies maintain is so difficult to find. This issue has been embraced by politicians keen to curry favor with the female half of the electorate.

With employee benefits, one size does not fit all. These types of initiatives give raise to the broader policy question: Another method of counteracting any deficiencies in the educational system is to establish an efficient internaltrainingand development system.

In many cases, HR will have to adapt their incentives, benefits policies, and retention strategies for workers that are not just driven by financial compensation. It is not enough simply to recruit able staff. Companies have to make sure that their people are committed, productive, and do not leave after a short period, incurring substantial turnover costs and wasting all previous training invested in them.

This will be no easy task. Average salaries are predicted to increase between 6 and 10 per cent in China in However, getting the best out of them might be.


In short, technology has enabled the international expansion that companies seek. Cultural and linguistic misunderstandings, both internally and with prospective clients, can be very costly.

The impact of culture on human resource management practices

For employers, many investment and hiring decisions are contingent on a stable regulatory framework. Will it be governments or third-party providers? Conflicting expectations of workers and the workplace HR challenge: Hiring and retaining talent while lowering labor costs Large labor-productivity gains over the past few decades have not been matched by comparable wage gains.

On a day-to-day basis, workers may not be as motivated and engaged. Companies may often prefer to have flexible arrangements with employees and avoid costly employee benefits by hiring non-traditional workers. However, developing and engaging the legions of part-time, temporary and freelance workers at all levels of the company is a growing issue for companies.

As we have seen, many part-time staff, and most temporary staff, would rather be working on a more long-term footing. The costs of less engaged staff with lower organizational loyalty—poor customer service, less attention to quality, little commitment to the company, and higher levels of turnover—threaten to be more substantial than the savings incurred by resorting to flexible employees.

This makes it more difficult for managers to review work using traditional performance-review systems. Winning the war for talent People migration, both cross-border and within countries, adds another layer of complexity to the labor market. Governments play a big role in determining and controlling that flow of labor.

Many companies are devoting more resources to lobbying for a relaxation of curbs on the most skilled workers. A research group, Center for Responsive Politics, reported that the total number of companies lobbying on immigration in the US Congress rose to inwith technology companies the most active.

The proper security measures must be in place.The impact of human resource management practices on operational performance: recognizing country and industry differences with the company’s culture, emphasis on behavior, attitude, and necessary technical skills required by the job, compensation contingent on performance, and.

The practice of human resource management is a factor to create organizational culture. This is proven in Singh’s research () that the practices of human resource management which consist of .

In recent years, information technology has had a profound effect on human resources (HR) processes and practices. However, relatively little research has examined its effectiveness, and most of the existing studies have not assessed the degree to which these new systems enable organizations to reach their HR goals of attracting, .

In , Huselid conducted research into the impact of human resource management practices on company performance and found that, if firms increased their high performance work practices, the result was significant reductions in employee turnover and significant increases in productivity and profits.

The page contains list of all the articles on - Human Resource Management. the relevance of the theory on organizational culture, human resource management and employee’s performance and its application towards achieving results in the attainment of organizational goals and.

Human Resource Management - Encyclopedia - Business Terms |