Introduction to

Cross Culture
and Human
Resource
Management
 CROSS CULTURAL
MANAGEMENT

HUMAN RESOURCE
Topics to be MANAGMENT

covered
CROSS-CULTURAL
HUMAN RESOURCE
MANAGMENT
 CROSS CULTURAL MANAGMENT

As the word suggests, Cross-cultural is studying the difference among people of

different nations, backgrounds and ethnicities and the need to bridge the gap
between them. According to the business terms, it means to build a gap in other
culture employees at work. Globalization has taken over big and some small
business houses, Cross-cultural management has become of vital importance.

Management is the process of achieving the organization’s goal of effective

planning, organizing, direction, coordination and control of organizational-
owned resources in a particular environment.

Cross Cultural Management is “the capability to manage different attitudes,

culture, religion and habits to achieve best business results.”
Cross-cultural management is the study of management in a cross-cultural
context. It includes the study of the influence of societal culture on managers
and management practice as well as the study of the cultural orientations of
individual managers and organization members.
Contributing disciplines include cross-cultural psychology, sociology, and anthropology as well as the broader
disciplines of management and organizational behavior and the related area of international human resource
management. General topic areas include the cultural context in which management must take place, the various roles
of the international manager, the influence of culture on organizational structure and processes, and management
across nations and cultures.
For cross-culture management to be effective, the manager must identify and acknowledge the differences in cultures,
practices and preferences of the team members. Managers also need to be able to modify or adapt certain business
processes or systems, such as the way information is communicated or the how decisions are made, in order to
improve the efficacy of the workforce.
On the other hand, having a cross-cultural team can also cause disruptions to the workplace, such as slowing down
day-to-day processes. Different styles of communication, a common issue in cross-cultural business environments,
can be frustrating to deal with and can hinder team members from getting their ideas across. Some cultures thrive on
flat organizational structures, while others prefer a top-down hierarchy. This mismatch can lead to distress or
confusion for some employees. Cross-cultural teams require managers that are trained and experienced in dealing with
cultural issues and who can develop strategies to mitigate them.
 HUMAN RESOURCE MANAGEMENT

Human resource management is the organizational function that manages all of

the issues related to the people in an organization. That includes job analysis,
compensation, recruitment, and hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
policy administration, and training.
Therefore, human resource management is meant for proper utilization of
available skilled workforce and also to make efficient use of existing human
resource in the organization.

The purpose of the Human resource management is to make the job and deal
with the job holder (employee). So as to perform a job in an organization, one
needs to be identified. In order to identify right person for a particular job,
notification should be issued which contains job description ( duties and
responsibilities) and specifications ( academic qualifications and physical
qualifications). So as to verify the correctness of the candidates invited, they
should be tested by the suitable selection methods for picking-up right person.
Subsequently selected candidates should be provided with the proper training for performing his duties
& responsibilities mentioned in the notification. Later, assessment of employees' performance should
be done to know whether employees are performing to the desired standards set by the management.
Accordingly employees should be rewarded or paid for the job they did in the organization and their
safety in the job is the responsibility of Hr. manager who should instruct safety measures for the
employees and see that they are scrupulously followed. Healthy and welfare measures are important to
keep employees happy and motivated which has direct impact on their productivity. Doing so all,
maintaining proper and healthy relationships between employees and management avoids conflicts
which will effect the overall performance of the organization.

Today many experts claim that machines and technology are replacing human resource and minimizing
their role or effort. However, machines and technology are built by the humans only and they need to
be operated or at least monitored by humans and this is the reason why companies are always in hunt
for talented, skilled and qualified professionals for continuous development of the organization.
Therefore humans are crucial assets for any organization, although today many tasks have been
handing over to the artificial intelligence but they lack judgement skills which cannot be matched with
human mind.
 CROSS CULTURAL HUMAN RESOURCE
MANAGEMENT

Cross-cultural human resource management is the most important part of cross-

cultural management, is a series activities based on characters of culture
differences of staff selections, performance assessment, salaries management,
and so forth, to enhance the effectiveness and efficiency of human resource
allocation and application, in the background of cross-culture of the enterprise.

Cross-cultural human resource management brings trust enhancement between

people, brings to improvement, if it is regarded as important. The trust between
people is from effective communications and understandings, which can pull
people together, make group a team; after that, the employees feel at home in
the
company, feel like they are part of his/her company, have sense of belonging,
therefore enhancing the loyalty of employees.
The factors of cross-culture have a comprehensive, system-widely, process-throughout impact on human
resource management, it consists of three levels:

a. The home countries or nationals‟ different cultures from both parts. The joint ventures and multinational
enterprises that are equipped with two different cultures from two different countries are influenced by
negative factors of cross-cultural behaviors. This is a cross-culture macro level.

b. To the concept level, which is applied obviously in mergers, acquisitions, and corporate restructuring
enterprises, which is the parent companies‟ cultural differences from both parts. When two companies
decide to hand-in-hand to be married with each other, the cultures of their own, such as staff selection
system, group work style, will become some points of dispute in marriage life.

c. Individual cultural differences. This is a cross-cultural difference in the micro-level; old and young, man
and woman, higher and lower levels, etc., any different individuals have cross-cultural differences.

d. Values affect on the choice of models, means, and behaviors of people, and therefore become certain
preference. Different nations have different psychology, way of thinking and behavior, religions, and
context, which cause conflicts easily.
Thank you