This document discusses contemporary issues in human resource management. It identifies key challenges like globalization, technology, workforce diversity, and changing employee expectations. It examines how national and organizational culture influence the implementation of strategic human resource management practices. Culture dimensions like power distance, individualism, and uncertainty avoidance shape HR strategies. Elements of organizational culture like orientation and employee focus can promote strategic HR management when aligned with high-performance work practices. The conclusion recommends that organizations utilize strategic HR management to gain a competitive advantage through innovation and maximizing employee output.

1. Running Head: SHRM1
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3. Contemporary Issue in Human Resource Management

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Abstract
Contemporary business surrounding is considered to bring about fresh challenges
impacting may aspects associated with the art of management including one of the identified
management related crucial facets which is Human Resource Management. Most of the commonly
identified challenges involving modern art of Human Resource Management include
globalization, technological development, workforce associated diversity which is taken to come
from both changes involved in globalization and demographic aspects, economic together with
legal surrounding, various changes associated with educational background involving employees
and in their related expectations in regard to working concerned conditions (Sims, 2017). The
identified elements are involved in both direct and also indirect determination of Human Resource
Management related strategies together with the probability involving their art of implementation.
There are various contemporary issues associated with Human Resource Management.
Introduction
It is an era where there are a variety of constant changes taking place due to the daily
changes in the consumer related demands. Therefore there is need for organizations to obtain a
reliable source like innovation in order to attain a competitive advantage (Sausser, 2012). Firms
that are not involved in the adoption of the prevailing trends and the identified needs certainly are
unable to cope with the business filed. In the identification of nations whose firms possibly posses
a strategic human resource management was undertaken precisely on hypothesis that the
mentioned states utilized innovative high related performance task practices in relation to human
resources. The identification was necessary in order to carry out an advanced analysis involving
the similarities involved in the various cultural dimensions as initiated by Hofstede. The following

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essay will concisely and precisely discuss the contemporary issue involving strategic human
resource management.
National and Organizational Culture Influence on the Implementation of Strategic Human
Resources Management in Organizations
It is evident that human resource is considered to be ever ready and willing to carry out
innovation in a firm where their performance of tasks is well appreciated. However, if the
associated human resource in any organization is concerned with the process of decision making,
then it means there is a delegation involving authority control is taken not to be rigid (Sims, 2007).
In cases where communication is taken to be open, there is easy approach of superiors, there is
continued stimulation of creativity and there is reward of task performance by employees then
there is automatic encouragement of the employees to be innovative by seeking to obtain
performance in the organizational operations.
The concept of strategic HRM has advanced rapidly over the past years, specifically
because of the effect associated with human resources which have been impacted on the art of
competiveness involving organizations. It is evident that an organization cannot attain survival if
it does not strive to gain a competitive advantage over its rivals. The fundamental purpose
involving the art of strategic HRM is in order to bring about generation of strategic ability in an
attempt to ensure that the associated firm has greatly qualified and also greatly motivated kind of
employees in order to attain competitive advantage. It involves a series of practices, various
programs together with instituted policies which are involved in the facilitation of an appropriate
strategic purpose involving the organization (Sims, 2010). Practices associated with human
resources are considered to vary from one organization to another However; the essential identified

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condition in order to attain success involves support and also sustainment of a concise and precise
mission and strategy as provided by the HRM.
The identified strategic approach in relation to human resources management is taken to
be very much focused in the current time. It is necessary for availability of managing human related
effort in order to attain competitive advantage (Sausser, 2012). Management must ensure that they
put into consideration a variety of issues like unsafe levels in association with sales development
and advancement. In addition, they should consider sales policy in association with short periods,
medium and also long terms periods. Moreover, managers should also look into production policy
which is identified as suitable in taking the organization into the perceived future, investment
associated policy and relevant technologies that ought to be implemented in the foreseen future.
Furthermore, managers ought to put into consideration various predictions associated with the art
of economic progress involving the firm in which the company serves its customers. Last but not
least, managers must look into a series of consequences or rather outcomes of some of the elements
that are taken to contribute to the rise of fresh qualifications and various changes in task
organization associated management or even planning.
There are various high performance associated work practices which are considered to be
implemented strategic act of management involving human resources in a firm. They are
decentralization of control and power, loyalty in employees, enrichment of permanent tasks,
stimulation of creativity involving the employees, provision of a special interest norm,
involvement together with consultation of the associated employees when it comes to a variety of
strategic decisions, recruitment, and selection and hiring of the best. In addition, it involves the
assessment of various acts of performance via an appropriate performance associated appraisal
(Tsui, 2009).

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Implementation of strategic Human Resource Management is influenced by both national
and organizational culture. According to Hofstede, there are mainly sic cultural related dimensions
in association with national culture .They are power distance which is considered to be the extent
to which the art of inequality involving power and control is supported. There is also individualism
whereby in individualistic type of society’s individuals only offer protection to themselves and
rather associated immediate family only while on the other hand collectivistic societies, persons
live in groups who offer care to them in exchange for the art of loyalty. In addition, there is also
masculinity whereby in cases where there is high score of male there is an indication that the
organization will be characterized by competition, attainment and also success which is a value
kind of system that commences in school and progresses’ throughout the life of an individual.
Moreover, there is uncertainty avoidance which is taken to be the extent to which persons
associated with a certain culture feel insecure because of ambiguous situations and have made
beliefs and various institutions that attempt to avoid as reflected in the identified UAI score. Last
but not least there is pragmatism and indulgence.
On the other hand, there is organizational culture and the manner in which it is considered
to offer promotion in the implementation of identified strategic Human Resource Management in
various organizations (Sausser, 2012). In accordance to the definition of Hofstede, the concept of
organization culture can be used to mean the collective programming involving the mind which is
taken to bring about distinction of the various members involving one organization from another
of the same type. Nation culture is considered to be among the many elements that mould
organizational culture along with other factors such as feelings involving uncertainty, kind of
utilized technology and so forth. There are various dimensions associated with organizational
culture which influence strategic Human resource management.

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First and foremost, there is orientation process which is also known as results process in
which process-oriented associated cultures involves individuals who have their focus on the
attainment of real activities and the appropriate ways utilized, efforts and also risks are taken to be
limited. On the other hand the results orated type of culture involves persons work has its focuses
on the attainment of certain goals with an assumption of the various initiatives together with
changes to the associated risks entailed. In addition, there is orientation to the associated
employees which is essential as orientation in association with work is considered to envisage the
professional activity involving employees. General orientation is characterized by serious
identification involving employees together with the firm where they undertake performance of
tasks. Last but not least there are focus system, orientation control low and pragmatic orientation.
All the above mentioned factors in association with organizational culture are considered to be in
unison and harmony with the identified practices involving high-performance when it comes to
human resource therefore they act as a way of promoting strategic human resource management.
Conclusion
Human Resource Management is taken to be very necessary especially at the identified
micro-level. However, it is not adequate enough for corporations to attain sustainable art of
competitive advantage. In order to overcome competition from other related organizations, it is
necessary to upgrade to a better level that is through utility of strategic management involving
human resources. Implementation involving the art of strategic management associated with
human resources in various organizations is usually influenced by a series of elements which
include national culture involving the state in which the firm is undertaking its operations together
with the culture of the organization itself (Sims, 2006).

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After a keen analysis involving the relationship that exists between particular national
culture together with strategic management involving human resources, utilizing proposals by
Hofstede cultural approach, it is significant to make a conclusion that a single entity associated
with cultural dimension possesses an influence on the act of implementation involving the strategic
management or rather control of various human resources in organizations. Therefore it is the
identified distance that comes from the power which is required to be small. It simply means that
low power associated distance makes an allowance to various organizations to carry out adoption
of particular practices in relation to the strategic management involving human resources in firms
like equal rights involving employees, informal attitude which is directed at senior employees,
decentralization involving the aspect of power, availability superiors, direct and also participatory
type of communication, and there is less power from the identified superiors.
It is evident that countries have distinct cultural dimensions according to the analysis of
collected data on countries (Tsui, 2009). It is difficult and challenging to get countries that belong
to the same category when it comes to cultural dimensions. The element influencing analyses
associated organizational culture is take to be able to provide the advantageous implementation
involving strategic human resource management in various organizations. There was earlier
identification of the various elements involving organizational culture which may offer facilitation
of the implementation involving strategic human resource management.
In addition, organizational culture associated approach or rather model that is described is
prone to making an increment in the art of employee motivation by offering promotion of particular
motivation elements like appreciation, performance, the manner in which to work, opportunities
necessary for promotion and advancement together with responsibility. Moreover, it can also be

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helpful in reducing discontent which offers allowance in the improvement of motivation by making
an increment in the aspect of job satisfaction.
Recommendations
Globalization has taken over the better part of organizational related operations. It is
therefore vital for organizations to take part in carrying out activities that will give it a competitive
advantage over its rivals. It is in order for such an organization to survive in the competitive
dominated globe in association with business and to make profits by carrying out innovations. It
is in an attempt to avoid being overthrown by other organizations. Human resource is an important
factor in enhancing an organization’s competitive advantage through increased innovation and
production however it is important to use strategic management methods while controlling human
resources in order to ensure that maximum output is achieved by the organization through retaining
of its customers and increased production that is accompanied by innovation (Sauser, 2012). There
are various strategic management models that can be used to achieve success by an organization
as mentioned in the essay. An organization that fully and appropriately utilizes strategic human
resource management is likely to have a higher competitive advantage over its rivals and more
productive.

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References
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Sims, R. R. (2007). Human resource management: Contemporary issues, challenges, and
opportunities. Charlotte, N.C.: IAP-Information Age Pub.
Sims, R. R. (2010). Reforming (transforming?) a public human resource management agency:
The case of the Personnel Board of Jefferson County, Alabama. Charlotte, NC:
Information Age Pub.
Sims, R. R. (2017). A contemporary look at business ethics.
Sims, R. R., Sauser, W. I., & Bias, S. (2016). Transforming government organizations: Fresh
ideas and examples from the field.
Tsui, A. P. Y., & Lai, K. T. (2009). Professional practices of human resource management in
Hong Kong: Linking HRM to organizational success. Aberdeen, Hong Kong: Hong Kong
University Press.