Cultural Foundation of International Human Resource Management (IHRM)

Culture is a complex and multifaceted concept that has a profound impact on human behavior. In the context of international human resource management (IHRM), culture plays a critical role in shaping the way that organizations recruit, select, train, develop, and manage their employees.

Recruitment and Selection

Culture plays a critical role in the recruitment and selection process of international employees. HR professionals must consider cultural fit, language proficiency, and cultural sensitivities when hiring employees from different countries. For example, in some cultures, it is considered rude to make direct eye contact with someone who is older or of a higher social status. In other cultures, it is considered impolite to interrupt someone who is speaking. HR professionals need to be aware of these cultural differences and take them into account when interviewing and selecting international employees.

Training and Development

Cultural differences also impact training and development programs. IHRM needs to design training that is culturally relevant, considering differences in learning styles and preferences. For example, in some cultures, employees prefer to learn through lectures and discussions, while in other cultures, they prefer to learn through hands-on experience. IHRM professionals need to be aware of these cultural differences and design training programs that are effective for employees from all cultures.

Employee Onboarding

Culture shapes the onboarding process for international employees. It includes orientation to the host country’s culture, local workplace customs, and the organization’s global culture and values. For example, in some cultures, it is customary to bow when greeting someone, while in other cultures, it is customary to shake hands. IHRM professionals need to be aware of these cultural differences and provide international employees with the information and support they need to successfully integrate into the new culture.

Performance Management

Cultural factors influence how performance is assessed and managed. HRM practices such as performance appraisals and feedback need to be sensitive to cultural nuances. For example, in some cultures, it is considered disrespectful to give negative feedback to someone directly, while in other cultures, it is considered to be helpful. IHRM professionals need to be aware of these cultural differences and adapt their performance management practices accordingly.

Compensation and Benefits

Compensation packages and benefit structures may vary based on cultural expectations. HR professionals must align these with local norms while maintaining equity across global operations. For example, in some cultures, it is customary to provide employees with a bonus at the end of the year, while in other cultures, it is not. IHRM professionals need to be aware of these cultural differences and design compensation and benefits packages that are appropriate for employees from all cultures.

Global Mobility

IHRM often involves managing expatriate assignments and international transfers. Understanding and addressing cultural challenges faced by employees and their families during global mobility assignments is crucial. For example, expatriate employees may experience culture shock, language barriers, and difficulties adjusting to a new work environment. IHRM professionals need to be aware of these challenges and provide expatriate employees with the support they need to successfully adjust to their new assignments.

Diversity and Inclusion

Culture is a key factor in promoting diversity and inclusion within a global organization. HR practices should aim to foster an inclusive culture that values and respects cultural differences. For example, organizations can implement policies that prohibit discrimination and harassment based on culture, and they can provide training to employees on how to interact respectfully with people from different cultures.

Cross-Cultural Communication

Effective communication across different cultures is vital in IHRM. HR professionals must be skilled in bridging communication gaps and addressing potential misunderstandings. For example, in some cultures, it is considered rude to interrupt someone who is speaking, while in other cultures, it is considered to be a sign of engagement. IHRM professionals need to be aware of these cultural differences and adapt their communication style accordingly.

Conflict Resolution

Cultural differences can lead to misunderstandings and conflicts. HRM needs to be adept at mediating and resolving conflicts in a culturally sensitive manner. For example, in some cultures, it is considered important to save face, while in other cultures, it is considered more important to be direct. IHRM professionals need to be aware of these cultural differences and use conflict resolution strategies that are appropriate for the cultures involved.

Organizational Change

Culture plays a role in how employees from different cultural backgrounds adapt to organizational changes. HR professionals need to consider the impact of cultural differences when implementing changes. For example, in some cultures, employees are more resistant to change than in other cultures. IHRM professionals need to be aware of these cultural differences and develop change management strategies that are effective for employees from all cultures.

References

1. Assiri, A. (2023, October 4). The role of culture in International Human Resource Management. LinkedIn. https://www.linkedin.com/pulse/role-culture-international-human-resource-management-ali-assiri-
2. Synergita Creating PeopleMAGIC. (2022, September 11). The Cultural Impact on Human Resource Policies. https://www.synergita.com/blog/cultural-impact-on-human-resource-policies/
3. Portolese Dias, L. (2019, February 8). SHRM U3 Topic 3: Cultural Foundation of IHRM-Understanding Culture. The Intact One. https://theintactone.com/2019/02/08/shrm-u3-topic-3-cultural-foundation-of-ihrm-understanding-culture/

FAQs

What is culture in IHRM?

Culture in IHRM refers to the shared values, beliefs, and behaviors that influence the way that organizations recruit, select, train, develop, and manage their employees.

Why is culture important in IHRM?

Culture is important in IHRM because it can impact employee behavior, motivation, and performance. It can also affect the way that organizations communicate, resolve conflicts, and manage change.

What are some key cultural differences that IHRM professionals need to be aware of?

Some key cultural differences that IHRM professionals need to be aware of include differences in communication styles, work ethic, decision-making styles, and attitudes towards authority.

How can IHRM professionals address cultural differences?

IHRM professionals can address cultural differences by providing cross-cultural training to employees, developing policies and procedures that are sensitive to cultural differences, and creating a work environment that is inclusive of all cultures.

What are some challenges that IHRM professionals face when managing a global workforce?

Some challenges that IHRM professionals face when managing a global workforce include language barriers, cultural misunderstandings, and differences in legal and regulatory requirements.

What are some best practices for IHRM professionals?

Some best practices for IHRM professionals include conducting thorough research on the cultures of the countries in which they operate, developing a global mindset, and building relationships with local experts.

What are some emerging trends in IHRM?

Some emerging trends in IHRM include the increasing use of technology to facilitate cross-cultural communication and collaboration, the growing importance of diversity and inclusion, and the need for IHRM professionals to be more agile and adaptable.

What are some resources that IHRM professionals can use to learn more about culture?

There are a number of resources that IHRM professionals can use to learn more about culture, including books, articles, websites, and training programs.