2. INTRODUCTION
• Human Resource management plays an important role in hiring,attract,retain and maintain
employees. In this chapter the example of four seasons company which have 58 hotels 28
countries worldwide, so they focused on business environment and globalization.
• As global environment is changing so fastly so it became challenge for human resource to
deal with this change in terms of globalization, technology changes, workforce diversity, labor
shortage, changing skills requirements continuous improvement initiatives, the contingent
workforce, decentralized work sites, company mergers, offshore sourcing of goods and
services, and employee involvement continuous improvement initiatives, the contingent
workforce, decentralized work sites, company mergers, offshore sourcing of goods and
services, and employee involvement. Let’s look at how these changes are affecting HRM goals
and practices in organizations functioning in a global environment..
3. Cultural Environments Affect (HRM)
• Cultural environments have a significant impact on human resource management (HRM) practices, as they influence the values,
beliefs, attitudes, and behaviors of employees and managers within an organization. Here are some ways in which cultural
environments affect HRM practices:
• Recruitment and selection: Cultural environments affect the way in which organizations recruit and select employees. For example,
in some cultures, academic credentials and formal qualifications may be highly valued, while in other cultures, experience and
practical skills may be more important. HR professionals need to understand the cultural norms and values of different regions and
tailor their recruitment and selection strategies accordingly.
• Training and development: Cultural environments also impact the way in which organizations design and deliver training and
development programs. For instance, in some cultures, collective learning and group activities may be more effective than individual
learning, while in other cultures, individual learning and self-directed development may be more valued. HR professionals need to
be aware of these cultural differences and design training programs that are sensitive to the cultural norms and values of different
regions.
4. • Performance management: Cultural environments also affect the way in which organizations measure and evaluate employee performance. In some
cultures, individual performance may be emphasized, while in other cultures, group performance may be more important. HR professionals need to
design performance management systems that align with the cultural values and expectations of different regions.
• Cultural environments have a significant impact on HRM practices, and HR professionals need to be aware of these cultural differences and tailor
their strategies and practices accordingly. By doing so, organizations can create a more inclusive and effective workplace.
