Cross-cultural and HR Practice (Module is Human Resource Management) - Essay Example

Both the issues involved in the particular research, i.e. organizational culture and HR have been extensively investigated in the literature. In this context, it has been found by Schuler et al. (1998, 159) that HR management practices applied in the particular countries should be based on the following criteria: “a) the business structure, b) the legislative and employment relationship context, c) the patterns of HRM competence and decision-making and d) the national culture”. On the other hand, the study of Sims (2002) referred especially in the value of HRM programs applied within a particular organization.

According to the results of this study “human resources involve HRM programs aimed at developing HRM strategies for the total organization with an eye toward clarifying an organization’s current and potential problems and developing solutions for them; They are oriented toward action, the individual, the global marketplace, and the future” (Sims, 2002, 3). The above assumptions are supported by the views of Jackson et al. (1995, 237) who noticed that HRM is most commonly considered“as an umbrella term that encompasses: a) specific human resource practices such as recruitment, selection, and appraisal; b) formal human resource policies, which direct and partially constrain the development of specific practices; and c) overarching human resource philosophies, which specify the values that inform an organizations policies and practices”.

At a next level, Kesler et al. (1997) mentioned that there are three basic processes which define the formulation of particular types of HRM practices in firms of all industrial sectors. These processes are the following ones: “a. aligning organization, b. developing capabilities, c. managing performance” (Kesler et al., 1997, 30). In other words, the role of HRM is considered to be crucial to the formulation of the organizational culture