International Human Resource Management Essay Example | Topics and Well Written Essays - 2000 words

International Human Resource Management - Essay Example Based on this research in the international perspective, human resource managers are required to understand the desires of the diverse cultures in the workplace. It is important to understand that different people have different talents which can form a strong workforce when utilized to the maximum. The managers have a difficult and essential task of managing diverse characteristics such as gender and racial differences. Political and economic aspects of the host nation are significant in the success of human resource management. Religious beliefs are also diverse and human resource practices may be affected by social aspects in the operating environment. Managers therefore have to be highly capable and informed individuals to cope with the demands of the workforce thereby maintaining effective employment relations. Hofstede defines culture as the values and beliefs that add up to the unique socio-psychological setting of a community. It represents how members of a particular society behave and relate to each other in their day to day activities as well as how the community as a unit relates to the external environment. Cultural issues are of major concern in successful human resource practices. The attitudes of employees in regard to the organizational operations are significant in promoting good relations between the employees and the managers. They largely depend on the cultural background of the population from which the employees are drawn. Australians have an individualistic culture rather than collective action and teamwork. This implies that teamwork may not increase labor productivity for an organization operating in the country (Brewster et al. 2004). Adler (2002) argues that cultural differences affect the manner in which people relate with each other and it is not different in the workplace. On the other hand, cultural diversity is a critical issue that may affect the success of human resource practices as the different cultures make efforts to esta blish self identity. When one culture is esteemed than others in the workplace, workplace relations deteriorate. For example, Indigenous Australians contribute 92% of the workforce, Asians 7% while Aboriginals are merely 1% of the country’s workforce (Walker & Hamilton, 2011). There is therefore a tendency to uphold the original culture in the workplace while compelling the minority cultures to adapt to the mainstream culture. This predisposition may lower the morale of employees belonging to the minority cultures. However, strategic human resource practices call for organizations to appreciate both the mainstream and minority cultures in their operations (Scullion & Lineham, 2005). Political Aspects The Australian government plays a significant influence on human resource practices and is recognized by many employers in their employment relations. The labour law has a strong influence on employment contracts and the behaviour of employers in regards to their relationship wit h employees. The government, being the sole institution mandated to develop employment laws, has the capacity to determine how the