This document discusses how culture impacts human resource management practices internationally. It defines culture as the values, attitudes, and meanings shared by a community that influence lifestyle. Culture can affect employee management through attitudes towards power and authority, tolerance for ambiguity, interpersonal trust, and preferences for leadership behaviors. National culture also shapes specific HR issues like selection, training, performance reviews, and rewards. Additionally, non-cultural factors at the individual level like education and position, and at the organizational level like market conditions, technology, size, and organizational culture also influence HR management style.

1. Internationalization of HRM:
Socio-Cultural Context

2. What is culture?
• Culture refers to values and attitudes that
people belonging to a given society hold.
• Tayeb:
– defined culture as historically evolved
values, attitudes and meanings which
are learned and shared by the members
of a given community, and which influence
their material and non-material way of life.

3. Culture and Employee Management
Issues.

4. 1. Attitude to power and authority and
its implications for employee
management.

5. 2. Tolerance for ambiguity and
attitude to risk and their implications
for employee management.

6. 3. Interpersonal trust and its
implications for employee
management.

7. 4. Individualism and collectivism and
their implications for employee
management.

8. 5. Preference for certain leadership
behaviors and its implications for
employee management.

9. National Culture and specific HRM
issues
• Selection and recruitment
• Training
• Job expectations and motivation policies
• Performance appraisal, reward and
promotion policies

10. Business Imperatives and other non-
cultural influences on HRM
• Influence of non-cultural factors at individual
level
– Education
– Position for employee management style

11. Business Imperatives and other non-
cultural influences on HRM
• Influence of non-cultural factors at
organizational level.
– Market conditions
– Production technology and industry
– Size
– Organizational culture