Army Institute of Business Administration (AIBA)

Jalalabad Cantonment, Sylhet

International Human Resources Management

SUBMITTED TO:
Khan Mohummad Mohiuddin
Assistant Professor, AIBA, Sylhet

SUBMITTED BY:
Faiza Rabbi Khan
Class ID: 10518005

SUBMITTED ON:
10 July 2021
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Letter of Transmittal

10th June 2021

Khan Mohummad Mohiuddin

Assistant Professor, Army Institute of Business Administration (AIBA)

Jalalabad Cantonment, Sylhet.

Subject: Letter of Transmittal

Dear Sir,

With due respect, it is my great contentment that I got the opportunity to submit a report on
IHRM, specifically cultural differences and impact in different countries regarding HR practices.
I tried to utilize all the knowledge that we’ve got through this course.

This report is based on recruiting faculty of Emajinarrie University (a hypothetical university)

and HR practices of different countries. The report contains Hofstede’s Cultural Dimensions, its
influence on HR practices and policies at the university, and samples of recruitment
advertisements. I tried my best to gain in-depth knowledge about them and show them in the
report. I hope this report will be relevant and informative.

Therefore, I hope the report will serve its purpose and thank you in advance for your kind
assistance.

Sincerely yours,

Faiza Rabbi Khan (ID: 10518005)

Army Institute of Business Administration, Sylhet

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Executive Summary
The paper covers the different HR practices depending on various cultures of different countries
at Emajinarrie University campus in India, Australia, and Thailand. It's a privately owned
University and New York, USA is the main campus of the university. In the capital of that
particular country, the campus of the university is located. The institution adheres to norms and
regulations established by New York's main campus. The university is well-known for its
policies, professorship, and scoop. The report narrates Cultural differences and variations
between India and the US and also depicts the differences in Thailand and Australia as the
university is planning to appoint new teachers, officers and staffs in those nations. Initially, the
report shows the differences in HR practices of US and India; then it also discusses Hofstede’s
Cultural Dimensions for cultural comparison to identify how these will have any influence on
human resources practices and policies. Lastly, the report was concluded with advertisement
about recruitment and conclusion about the report. Few recommendations also made based on
the research on that issue.
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Contents
Executive Summary..................................................................................................................... 1
Introduction:................................................................................................................................. 4
Background:................................................................................................................................ 5
Aims:........................................................................................................................................... 5
Scope:......................................................................................................................................... 6
Cultural Basics in the Countries...................................................................................................7
India:........................................................................................................................................ 7
Thailand:.................................................................................................................................. 7
Australia:.................................................................................................................................. 7
Cultural differences between India and the USA..........................................................................8
Human resource management practices in India:........................................................................9
Job description and recruitment:..............................................................................................9
Recruitment:............................................................................................................................. 9
Compensation:......................................................................................................................... 9
Training and Development.......................................................................................................9
Promotion and Reward............................................................................................................. 9
Human resource management practices in the US:....................................................................10
Recruitment:........................................................................................................................... 10
Selection:............................................................................................................................... 10
Training and development:.....................................................................................................10
Employee retention:............................................................................................................... 10
Compensation and promotion:...............................................................................................10
The Hofstede model:................................................................................................................. 11
Country comparison in Thailand:............................................................................................12
Country comparison in India:..................................................................................................13
Country comparison in Australia:............................................................................................15
Sample Job circular for a vacant position of Emajinarrie University:..........................................17
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Lecturer................................................................................................................................. 17
Recommendations:.................................................................................................................... 20
Conclusion:................................................................................................................................ 20
Bibliography:.............................................................................................................................. 21
Appendix A: India................................................................................................................... 22
Appendix B: Australia............................................................................................................. 23
Appendix C: Thailand............................................................................................................. 24
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Introduction:
Emajinarrie University is a well-known private university in the United States. The main campus
is in New York, USA. It has branches in India, Thailand, and Australia as well. The other
campuses are managed internationally from the main campus. Every campus has the same set of
rules and regulations. Because it operates on a global scale, it must also concentrate on its
international staffing policy as the university's human resource management practices and
policies will need to be carefully considered for the various countries in which it operates. As far
we know, Indian culture is one of the ancient cultures in the world while American culture is
neoteric culture. So the cultural difference is to be carefully managed while practicing different
HRM activities. Even though the rules are the same for every campus, the Human Resource
practices for each country differs, and for this reason, I am focusing on the Human Resource
Management practices of each country while operating from the United States.
This university is highly reputed all around the world. The way it is maintaining its rules and
regulations, and because of its high-profile experienced faculty members, this university has
earned its goodwill in the world, specially in US. Maintaining students’ academic performance
and quality is the main concern of the university. Achieving international exposure by publishing
articles in famous journals by the academicians is also a prime concern of the university. To
ensure the quality education and to enhance the universities fame, the recruitment and devolving
process of faculty, officers and staffs have been following an international procedure. While
started operating in different countries, ensuring quality management by having the HR practices
being performed differently considering the different cultural barriers becomes the significant
issue to deal with.
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Background:
The institution chose me as the new Human Resources Consultant, in the main campus at New
York, USA. Campuses of Emajinarrie University can also be found in Australia, China, India,
and Thailand. I need to build a more multinational team of academic teaching staff here.
Especially on the India campus. The issue now is that all of Emajinarrie's employees are
involved.
Because the university is American, there have been numerous American HR practices
introduced. But this is an international university, the university should adhere to international
human resource practices. As a result, the institution chose me to be the HR manager in charge
of resolving these issues.
The university has different branches in various countries but similar faculty and departments
everywhere. Currently, the Emajinarrie University is providing the following faculties and
various departments under those faculties:

 Faculty of Business Administration

 Faculty of Social Sciences
 Faculty of Computer Science & Engineering

Aims:
The main goal of establishing a university is to create a platform for nourishing the learned mind
of an individual. Social mobility is a prime concern now as well. To support the dynamism of the
current world, this university is having various faculties and departments in cooperation with the
competitive world, like Business Faculty, Social Science, Computer Science, mentioned above.
The primary concern is given upon establishing a research-oriented culture where the students
and academicians will participate alongside to research about various contemporary issues. Apart
from following the traditional method of learning, the university has plans to develop a
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conventional way where the interaction of students will be much higher for their maximum
learning and growth.

Scope:
There are a lot of scopes for every stakeholder of this university. The major stakeholder, the
students are being benefitted by enriching their knowledge in any respective field that will
eventually help them to be successful in their professional life. By having an international
library facility, and other research collaboration facilities with international scholars, the students
are having full opportunity to broaden their knowledge. Self-learning is also promoted with the
proper guidelines provided by the academicians.
To maintain proper fitness, the university is providing a gymnasium facility, where the students
will have the opportunity to stay fit and energetic that will help them to focus on their learnings.
As our university is having its campus in different nations like the USA, Australia, India etc,
every campus is maintaining an international standard in designing their academic curriculum in
accordance with the competitive world.
The academicians and other management employees are highly trained to be able to deliver
quality education and service. All the employees are highly motivated as the benefit packages are
designed to align the industry practices of respective countries, to some extent better than other
institutions and universities. That is mandatorily helping the students to get the maximum effort
of their teachers in every aspect.
The students, teachers, officers and all other staff are under medical backup in case of any sort of
emergency. The university is ensuring all types of facilities necessary for quality learning and
helping the students in reaching their dreams.
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Cultural Basics in the Countries

Culture is defined as the ideas, customs, and social behaviors of a particular people or society.
Each country has their own language, religious proximity, norms, values which is different from
others. As the Emajinarrie University is operating in India, Australia, and Thailand along with its
parent country USA, we need to understand the cultural difference of respective countries first.

India:
Indian culture is one of the ancient cultures in the world. Language is the primary foundation of
Indian culture. According to Indian government regulations, Hindi is the country's official
language. There are 23 languages spoken in India's 28 states. Apart from Hindi, India's major
languages include Bengali, Marathi, Tamil, and Telugu. Hinduism, the world's third or fourth
biggest religion, originated in India. India has a Muslim population of 13%, making it one of the
biggest Islamic nations.

Thailand:
The culture of Thailand is a bit dynamic and it has changes over time. The religious primacy is
Buddhist (94%), along with few Muslims and Christians. Buddhism is subsidized and supervised
by the government, and monks get a variety of official privileges, including free public
transportation.

Australia:
It is one of the developed countries in the world as per their economy. They don’t have any
formally recognized official language, but English is widely practiced. Australians take great
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pride in their sense of humor. Australians are often described as having a dry, irreverent, and
sarcastic sense of humor.

Cultural differences between India and the USA

To summarize the cultural differences, the following chart has been provided with mentioning
the prime factors:

India US
Developing country Developed country

One of the oldest cultures Modern culture

Family-oriented Individual oriented

Mostly dependent on others More dependent on himself/herself

More family-oriented and respect a major More goal ambitious and individual-oriented
concept

Men driven society Women are equal to man

Society plays an active role in part of life They don't care much about society

India believes in harmony with nature America believes in dominating nature

Political system- world's oldest democracy Political system- world's largest democracy

Its culture is unique and has its own values A mixer of different cultures

Indians can give up anything for the sake of Americans are usually not sacrificing
their family
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Human resource management practices in India:

Job description and recruitment:

In the public sector, the percentage of employees with formally defined work roles is very high.

Recruitment:

● Strong dependence on the formal labor market.

● Direct recruitment from institutions of higher learning is very common amongst
management, engineering, and similar professional cadres.
● Amongst other vehicles, placement agencies, the global workplace the internet, and print
media are the most popular medium for recruitment.

Compensation:
Strong emphasis on job security and long-term employment in the public sector, which includes
a variety of services such as healthcare, housing, and education for children.

Training and Development

In Indian organizations, poorly institutionalized. The popularity of training programs and their impact on
the development of skills and values have yet to be explored.

Promotion and Reward

● Moderately variable
● Seniors are prioritized in the public sector
● Merit are performance is limited to global oriented companies
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Human resource management practices in the US:

Recruitment:
● They prefer experience in most cases
● Nor dependent on seniority or collective goal-achievement

Selection:
● Takes extensive interviews and prefers experience

Training and development:

● Given according to need an employee
● Training cost per employee- 764$ (approximate)
● Employee undertake 1-3 days per year on average

Employee retention:
● Prefers HRM policies and practices and follows anti-trade unionism

Compensation and promotion:

● The reward system is based on performance.
● People's status is determined by how well they perform their jobs.
● Qualifications are the most important factor in determining promotions.
● There are no formal barriers to promotion between hierarchical levels.
● An approach based on the balance sheet (compensation practice). This method is
advantageous because it
● Mobility premiums, allowances, and other incentives are available.
● The disadvantage of this strategy is that it is expensive to implement.
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The Hofstede model:

Australia
Factors India Thailand

Individualistic/ Collectivistic but

Individualistic
Collectivistic prefers individualistic collectivistic
workplace
in workplace

Masculine/ Society is masculine

Feminine Prefers both but, in the workplace, Masculine
they prefer both

Optimistic about a
Uncertainty avoidance globally new Not optimistic / optimistic
challenge

Lower than the average

Power distance Low high
Asian country

Time preference Long term Short term Short term

Indulgence / Restraint Fun-loving Stick in workplace Mixed behavior

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Country comparison in Thailand:

https://www.hofstede-insights.com/country-comparison/

Power Distance
Thailand has a PDI score of 64, which is slightly lower than the average for Asian countries.
This score will have an impact on Emajinarrie University's human resource management
practice. As a result of the increased power distance, students and will find it difficult to meet
teachers without an appointment.

Individualism
Thailand, with a score of 20, is a highly collectivist country. The United Nations has ranked
Thailand as one of the most collectivist countries in the world. This is reflected in a close long-
term commitment to the member group (a family, extended family, or extended relationships).

Masculinity
Thailand ranks 53rd out of 53 Asian countries and 50th out of the world in terms of masculinity.
Thailand receives a 34 on this scale and is classified as a Feminine society. This situation also
reinforces the population's more traditional male and female roles.

Uncertainty Avoidance
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Thailand gets a 64 on the Uncertainty Avoidance scale, indicating a preference for avoiding
uncertainty. This score may have an impact on the University of Thailand's HRM practices.
Strict rules, laws, and regulations are adopted and implemented to minimize or reduce the level
of uncertainty.

Long Term Orientation

The low score of 32 in Thailand indicates that this score could affect Thai culture because it has
more rules than it has a pragmatic effect. People in such societies have a strong interest in the
establishment of the absolute truth. They show great respect for traditions, a relatively small
tendency to save for the future, and an emphasis on fast results.

Indulgence
Thailand has an intermediate score of 45, which means it is a restrictive culture. The country is
inclined to cynicism and pessimism, with a low score in this category.

Country comparison in India:

https://www.hofstede-insights.com/country-comparison/india/

Power Distance
In society and organizations, India has a high level of hierarchy and top-down structure. This
score will have an impact on Emajinarrie University's human resource management practice. As
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a result of the increased power distance, students and teachers will find it difficult to meet
without an appointment.

Individualism
India, with a rather intermediate score of 48, is a society with both collectivistic and individualist
traits. Hiring and promotion decisions are often made based on relationships which are the key to
everything in a Collectivist society. The Hindus believe in a cycle of death and rebirth each
rebirth dependent upon how the individual lived the previous life.

Masculinity
India receives a 56 on this scale, indicating that it is a Masculine society. With millions of deities
and religious philosophies, India is also a spiritual country. This often prevents people from fully
engaging in Masculinities, even if they are naturally inclined to do so. The fact that India is an
ancient country with one of the longest-surviving cultures may have an impact on its HRM
practices.

Uncertainty Avoidance
India has a long history of being a patient country, with a high tolerance for the unexpected,
which is even welcomed as a welcome change of pace. India has a medium-low preference for
avoiding uncertainty, scoring 40 on this dimension. This score may have an impact on
EmajinarriernUniversity's HRM practices. There is an acceptance of imperfection in India;
nothing has to be perfect, and nothing has to go according to plan.

Long Term Orientation.

There is an understanding in India that there are many truths, and that they often depend on the
seeker. Societies with a high pragmatism score are more forgiving of absenteeism, changing
game plans based on reality, and general comfort with discovering the fated path as one travel.
rather than sticking to a strict schedule.

Indulgence
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In this dimension, India receives a low score of 26, indicating that it is a culture of restraint.
India's low score indicates a proclivity for cynicism and pessimism. Restrained societies, in
contrast to Indulgent societies, do not place a high value on leisure time and exert control over
the fulfillment of their desires.

Country comparison in Australia:

https://www.hofstede-insights.com/country-comparison/australia/https://www.hofstede-
insights.com/country-comparison/australia/

Power Distance
Australia ranks low in terms of the importance of treating employees and managers with respect.
Emajinarrie University's human resource management practices and policies will be influenced
by the country's human resource management practices. Australia is ranked 35th in the world for
treating employees with disrespect.

Individualism
Australia is a highly individualistic culture with a score of 90 on this dimension. This score could
affect human resources management at Emarjinarrie University as the theory of collectivism
should be practiced.
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Masculinity
The Human Rights Movement considers Australia to be a "Masculine" society. HRM On this
dimension Australia scores 61 and is considered a men's society. This means that people should
"strive to be the best they can be," and that "the winner takes all" mentality may influence their
behavior at school, work, and play.

Uncertainty Avoidance
On Uncertainty Avoidance, Australia receives a very good 51, which is the only 51 that is
suitable for university students. The majority of students want to take it because they want to
have control over their destiny. Human resource management practices in Australia should have
an impact on the country's culture.

Long Term Orientation

Australia has a culture of respect for tradition, a low proclivity for saving for the future, and a
focus on getting things done quickly. Australia receives a 21 on this metric, indicating that it has
a normative culture. Because they show great respect for tradition, this may have an impact on
human resource management practices.

Indulgence
Australia is an Indulgent country, with a score of 71. The HRM practice at Emajinarrie
University will not be affected by this score. This score is ideal for students because they have a
positive attitude and a proclivity for optimism. Furthermore, they place a greater emphasis on
leisure time.
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Sample Job circular for a vacant position of

Emajinarrie University:

Lecturer
Emajinarrie University

Key Selling Points

CSE & MARKETING

Vacancy

Job Context
Lecturer: (Computer Science & engineering, and Marketing)

Job Responsibilities

 Following is an approximate distribution of responsibilities of the full-time Faculty

Members and these may be adjusted keeping in view the needs of the students,
Department, or University.
 Teaching: Lecture & tutorial sessions: 4 courses/sections (12-18 hours of class
contact per week). Prepare course outline, course calendar, lesson plan, tutorial and
schedule for students and conduct
 Theoretical, tutorial and practical classes, extension teaching, related research, and
cooperative field experience.
 Examination: You will prepare questions, invigilate tests and exams, mark and grade
scripts and assignments (5 hours).
 Student Consultation and Supervision: You must maintain office hours @ 3 hours per
week per course/section for student consultation and advising (12 hours per week).
The schedule of availability must be posted outside the office room, on the website,
and announced in the Course Outline so that students easily know when they can
contact the teacher for consultation.
 Student Internship and Thesis: You will also guide and supervise project work,
internship, dissertation, or thesis as and when assigned.
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 Student activities: Guide and supervise students to perform co-curricular,

extracurricular activities.
 Administrative activities: Carryout administrative tasks (periodic duties, as and when
needed within or outside 35 hours) initiated by the teacher himself/herself or assigned
by the Department, Faculty, or the University.
 Service to the University:

i. Attend meetings of the University.

ii. Work as 'faculty representative' at different events and activities of the

University when detailed.

iii. Provide assistance in different activities of the University when called upon
to do so.

iv. Work as a 'faculty ambassador' for the promotion of admission of students.

 Perform any other duties assigned by the Dean/ Advisor / Chairman/ University
authority on any day and time in the interest of the University.

Employment Status

Full-time

Workplace

 Work at Thailand, Australia or India

Educational Requirements

 Bachelor and Master in Relevant Discipline.

 For the position of lecturer in CSE, 4 years' bachelor degree with honors and master
degree in relevant subject with minimum three 1st Classes/Divisions/'A' Grades.
 For the position of lecturer in Marketing, 4 years' bachelor degrees/Masters degree in
related subject with minimum three 1st Classes/Divisions/'A' Grades.
 Note: A Grade= 1st class (in S.S.C and H.S.C, CGPA 4.00 out of 5.00; Hon's and
Masters degree, CGPA 3.00 out of 4.00).

Additional Requirements
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 Both males and females are allowed to apply

Job Location

Thailand, Australia or India

Compensation & Other Benefits

 Medical allowance, Provident fund, Weekly 2 holidays

 Festival Bonus: 2

Job Source
Monster.com, USAJobs.com
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Recommendations:
There are few recommendations needed to be considered:
1. Each and every individual who get selected for serving any of the branches of
Emajinarrie University, need to be properly get trained if he/she is not HCN (host
Country National).
2. Pre assignment training should be arranged properly.
3. The socialization process of every newly selected employees should get maximum
priority.
4. While setting goals in India or Thailand, the collective goal achievement should be the
standard, whereas in US or Australia the individual goal achievement should get focused.
5. The authority of the university should maintain an international set of rules and
regulations keeping in mind the cultural differences.
6. Every PCN (Parent Country National) and TCN (Third Country national) in different
countries should be provided with high quality residence facilities to remain motivated.

Conclusion:
In a nutshell, I'd like to state that, based on the above report, HR functions are considered a
critical part of every organization. Every major to a globally minor change in the University can
be productive and efficient if the HR team is involved, according to research. They may be able
to infuse better planning methods for the University's benefit. This, in turn, aids the University in
dealing with any internal or external influences that may have a negative impact on the
organization's operations.
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Bibliography:

 Bushwa, P. S., & Khatri, N. (2001). HRM in Context. International Journal of Cross-

Cultural Management, 1(3), 333–356. https://doi.org/10.1177/147059580113005

 Bushwa, P. S., & Sparrow, P. R. (2002). Strategic HRM through the Cultural Looking

Glass: Mapping the Cognition of British and Indian Managers. Organization Studies,

23(4), 599–638. https://doi.org/10.1177/0170840602234005

 Paying for wolves in Solapur, India and Wisconsin, USA: Comparing compensation

rules and practice to understand the goals and politics of wolf conservation. (2010,

December 1). ScienceDirect.

https://www.sciencedirect.com/science/article/abs/pii/S000632071000217X

 Pereira, V., & Scott, P. (2015). Neither Western nor Indian: HRM Policy in an Indian

Multinational. The Rise of Multinationals from Emerging Economies, 99–114.

https://doi.org/10.1057/9781137473110_6

 Pole, J. R. (2021, July 4). United States | History, Map, Flag, & Population.

Encyclopedia Britannica. https://www.britannica.com/place/United-States

 SAGE Journals: Your gateway to world-class research journals. (2021). SAGE Journals.

https://journals.sagepub.com/action/cookieAbsent
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Appendix A: India
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Appendix B: Australia
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Appendix C: Thailand