Human Resource Management Case Study

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Human resources are considered the most crucial asset of any organization. However, few organizations harness the potential of their human resources fully. In today’s turbulent environment, organizations need to address their human resources more carefully for them to attain their goals and to acquire a competitive advantage. The intense communication due to globalization not only forces company to embrace low cost, speed, innovation and adaptability but also raise the need of managing human resources strategically for them to be a source of sustained competitive advantage. This paper studies a case of a HR department of a company with subsidiaries in China, India and Germany. These countries have significantly different societies and employee…show more content…
However, the true impetus driving these attributes of success results from employees. The act as the success catalysts in raising the competitiveness of the firms and their failure or absence is likely to cause a vacuum through which any organization would fail and disappear into obscurity (Kaliannan & Adjovu, 2015). Consequently, human resources (HR) policies have to be compatible with business strategic planning. It would be inappropriate to consider employees as variable expenses. Rather, they ought to be categorized as assets bearing in mind that they are precious and a critical source of competitive advantage as their skill, capabilities and experiences are for the benefit to the company. Thus, the human resources management practice adopted to the by the company need to contribute in improving performance to grow and gain sustainable competitive advantage (Paşaoğlu,…show more content…
The importance of communication gets magnified when dealing with different countries with contrasting cultures. The significance of the invisible but influential cultural differences in business communication would be impossible to neglect in pursuing success. Cultural factors assume a central role even though the market is increasingly becoming global. Still, nations continue to voice claims to their rights to culture even in international businesses. National culture remains a critical factor shaping demographic behavior, economic development and general business policies. The HR department has to approach this reality as an invisible to encounter in working with different countries. Being aware of and sensitive to differences in culture is essential to succeed for a transnational firm. It is essential, however, to acknowledge that cultural values keep changing. Especially in China and India, cultural values have been changing over the decades with their trend shifting from traditional collective values as a reflection of modernization, westernization and priority of the individual over the collective (Sparrow,
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