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Differences in Culture and Human Resources Needs

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Assess the role of culture in human resource management practices within a global organization. Give examples of how cultural differences may affect at least two human resource (HR) functions. Examples of these functions may include recruitment and hiring, employee and/or management development, performance reviews, promotions, compensation, and benefits, but you are not limited to these functions.

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Solution Summary

Notes and outlines for an essay on HR cultural issues in global companies.

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I have provided three beginning articles to read and use for the essay. One is an overall look and one is specific to a culture/country. The second can be extrapolated to other areas. The third article addresses employee satisfaction, a key for HR. I also supplied some ideas of what can be specifically addressed. Each is easily researched for specifics, though the Gerhart, et al, article addresses them as well.

Gerhart, B., & Fang, M. (2005). National culture and human resource management: assumptions and evidence. International Journal Of Human Resource Management, 16(6), 971-986
This article is full of different rules, but it also examines them in relation to Hofstede and the effect of national culture on differences for HR. It is very well written and goes over some of the expected material, with some emphasis on how Hofstede's work can be applied to help HR handle those differences.

Bogicevic-Milikic, B. (2009) The influence of culture on human resource management processes and practices: The propositions for Serbia. Ekonomski Anali. 54:93-118

This article also addresses Hofstede. It goes a little deeper into the available literature of the time and then ...

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