This ppt includes Concept and role of culture in International human resource management

1. Concept and role of culture in
International human resource
management
Presented by
Manjula M
2nd M. Com
G.F.G.C.W
Holenarasipura
Under the guidance of
Sundar B. N.
Asst. Prof. & Course Co-ordinator
GFGCW, PG Studies in Commerce
Holenarasipura

2. Introduction to
culture
A culture refers to a system of
shared meaning help by the organization’s
members that distinguishs the one
organization .

4. Meaning of culture
Culture is the social value that helps
hold the organizations together.the culture
serves us a sense making and control
mechanism that guides and shapes the
attitudes and behaviors of employees.
Culture enhances the organisational
commitment and increas the consistency of
employee behaviour.
Difination of culture
“Common pattern of belief, assumptions,
values and norms of behaviourof human group
so”. (Aycen)

5. Concept of culture in IHRM
The Concept of culture in IHRM played a major
role in IHRM as it involves understanding and handing a
new culture band a new social system what aspects
should ban intentional HR manager should focus on and
how he should respond to cultural differences in an
international area and every country have a different
cultures in HRM

6. Role of culture In IHRM
1. Multiculturalism
2. Cultural shock
3. Cultural predispositions
4. Importance of cultural awareness

7. Multiculturalism:-
• Seen in MNC’s Or Global firms, means
employees from many cultures work together
in a firm. Nowadays, also seen in domestic
firms.
• For ex:- Infosys has 15% foreign employees,
wipro has 10% such firms are multicultural out
of choice whereas in MNC’s it is by design.

8. Culture shock :-
When anyone travels abroad, they experience cultural
differences in language, food, drees, hygiene, attitude to
time etc... For travellers such differences will be novel but
for those who Have to live and work in a new country, it is
difficult. They experience culture shock – a shock reaction
to new cultural experiences that cause psychological
disorientation because they misunderstand or do not
recognize feeling about host country it’s people and
creates longing to go back home.

9. Cultural predispositions:-
Most MNC’s favor four cultures:-
1. Ethnocentrisms
2. Policentricism
3. Geocentricism
4. Regeiocentricism

10. Ethnocentrisms
• Home country’s culture is imposed on its
subsidiaries, mnc applies it’s home office HR policies
and practices to foreign locations.
• Expatriates from the Mess home country manage
the subsidiaries locals occupy low level and
supporting jobs, expatriates are selected on the
basis of their past performance and technical
competence.
• Compensatiom and performance apprisal is
according to home country standards .

11. Policentricism:-
• MNC‘s adopts to local cultural needs of
subsidiaries.
• For ex:_ product is customized to meet
customer tastes, policies adopted to suit local
needs MNC operations are managed by host
country employees. Subsidiaries do not have
absolute freedom to run their units.
• MNC‘s conduct extensive training programs
for host
• Country managers who visit home offices for
long periods
• ( trained in company culture and to also
respect host country beliefs and values.)

12. Regeocentricism
• MNC‘s operate in the same way as
policentricism. A policentric company
adopts IHRM practices to countries and
in regiocentric company adopts to IHRM
practices in regions.
• Has same advantages and disadvantages
as policentricism.

13. Geocentricism
• Subsidiaries are managed by
best people. Taken from either
host country or home country
or third country.
• Capable managers adopts
easily to different cultures are
usually billgual or multilingual.
• More compensation than host
country nationals

14. Importance of cultural
awareness :-
If MNC’s have culturally insensitive
attitudes or beliefs like ‘what works at
home will here ‘. This causes
international business failure.
HR manager had to aware of cultural
differences, hiring, promoting, rewarding
to host country system.
An Mac’s will oppoint an expatriate
General manger and a local HR manager
this will lead to problem.

15. Conclusion:-
We are already know how culture plays a major role in
IHRM so the culture of the workplace controls the way
employees behave amongst themselves as well as with
people outside organization.
References:
https:// Youtu.be/svvwlmgwmt4
https://everythingwhat.com/what-is-therole of
culture-in-ihrm.