International Comparative Human Resourcing Report Essay

Inter topic Comparative Human Resourcing fib - Essay ExampleAlthough people involved in international businesses activities face many issues in the internal business but due to different social political economic and legal environment, multinationals will motif to develop different practices. One of the challenges is to select expatriates and their ability to manage with integrity. Companies have to monitor the social execution of instrument of its expatriate managers to ensure that as managers become familiar with the ethnic aspects of the country. Here we will take up an organization which is truly of global nature to discuss various HR issues. Ingvar Kamprad opened his furniture retailer IKEA in 1950 it now employs around 70, no. people, operates in thirty countries and generates a turn everywhere of 11 meg Euros. Since its inception in 1950s IKEA has had to deal with the problem of maintaining its unique Swedishness as a competitive advantage and at the same term having to adopt this to the different national horti assimilations in which it has been working. IKEA has over the last 25 long time become a global player this is unusual in furniture industry, which is often remains national in character. It has established itself all over Europe including the south and East and in North America. Its biggest mavin markets argon Germany, Sweden and France. It has recently taken over Habitat, its main rival in UK and France. It has adopted the culture and doctrine of consensus decision making. Human resource management practices have reflected the strong Swedish approach with a article of belief that people like to participate in decision making, like to be respected and take on responsibility. But the company is working in multinational brand its human resource management policies are bound to face some problems. National culture is one such area. A national culture involves a complete system of customs, habitat rules values and belief shared by an overw helming bulk of the countries in habitants. People from different cultures view aspects of life in contrasting ways. Cultures even view time differently some emphasize punctuality while others reflect little sense of urgency. There is sizeable literature in cross cultural management. Hofstede is one of the most known theorists in this field. Hofstedes 1981 study, cultures consequences of culture dimensions constructed cultural dimensions so that culture could be measured along four scales i.e. power distance, uncertainty avoidance, individualism/ fabianism and masculinity/femininity. Hofstedes after work (2001) includes a fifth dimension, long-term/short-term orientation. Trompenaars and Hampden-turners (1997) model examine culture with three main domains relationships and rules, attitudes to time and attitudes to environment. Apart from these theories we have to remember that cultures are not static and trade overtime. As countries become more affluent their population becomes mo re individualistic (Triandis, 2004). International assignees have to canvas to work in three different cultures- national organizational and professional and these cultures shift in over time. Different cultures hold different conceptions and assumptions about organizations and their management. Hofstedes dimensions of culture can be applied to business practices in different countries to gain some