The essay helps in the analysis of the impact of the cultural differences on the different kinds of human resource practices in different countries or culture. The two HR practices which have been taken into consideration include performance appraisal and training along with development of the employees in the organization in an effective manner.
The 360 degree appraisal system along with recruiting procedures has to be taken into consideration which can be explained with the help of Hofstede’s model. The main purpose of the assignment is to describe the HR functions along with differences and similarities in the HR functions which are practiced in different countries namely Australia and New Zealand as there are different cultural differences in the HR training and development along with performance appraisal practices which is required to be adopted by different countries.
There can be inclusive of critical analysis on the different HR practices and their usage in different culture with the help of different examples of different companies and countries in an effective manner. Proper recommendations are required to be provided to the different MNCs as this will help in guiding that all the HR practices can be practiced equally in all the countries in an effective and appropriate manner as well.
There are different kinds of HR practices which are required to be analysed in the essay is inclusive of performance appraisal and training and development of the different employees in the organizations effectively. However, in the present scenario, this has been noticed that there are different cultural differences in the HR practices which are required to be taken into consideration in different New Zealand Australian economy.
Performance Appraisal is defined as the performance review along with evaluation of the performance effectively. This is the method in which the performance of the job of the employee is evaluated and documented. This is the part of the career development and this consists of the regular reviews on the employee performance within the organization in an effective manner (Adekola & Sergi, 2016). There are different processes of analysing the performance of the employees in organizations which helps in improving the overall productivity of the employees and organizations effectively.
Performance appraisal is helpful in assessing the periodic process which helps in accessing the job performance of the individuals and this will help in analysing the strengths, weaknesses and future improvements effectively. There are different performance appraisal techniques which helps the employees in reviewing their process of the tasks which are being performed by the employer. With the help of 360 degree appraisal system, the feedback is being provided to the different employees from their subordinates, colleagues and supervisors as well.
In the respective evaluation system, the self evaluation is being done as well by the employees as to gather feedback which is essential in the performance of the organization in an effective manner. These are the different kinds of information which are then incorporated in the performance review of the individuals in an efficient manner.
Training and development of the employees is essential HR function which is required to be analysed effectively. The training and development is concerned with the analytical function which has been aimed at bettering the performance of the job of the different individuals in the organizational settings. Furthermore, training and development is the educational process which helps in involving sharpening the different skills and changing of the attitude as this enhances the performance of the employees in an effective manner (Ang & Van Dyne, 2015).
There are different benefits of training and developmental activities in the organizational performance along with on the attitudes of the employees as well. With proper training and development, this will increase the overall productivity of the organization, there is job satisfaction of the employees along with there is development of the skills of the employees as well. The training and development activities help in managing the issues faced by employees to become more effective.
There are various kinds of differences along with similarities in the functions of HR in various countries. In case of Australia and New Zealand, this can be observed that the HR functions such as performance appraisal and training along with development of employees vary from one another. Moran, Harris & Moran (2014), has commented that there are various countries which utilize performance appraisals as to determine promotions and renew the work contracts. On the other hand, this has been noticed that there are few countries in which the performance appraisal is not being followed as the higher authorities feel that the performance review is not required and this can affect the goodwill of the company as well.
For instance- In New Zealand, this can be noticed that the companies use only three techniques of evaluation of the performance which is performance monitoring and coaching. At this point of time, this has been noticed that rater conducts the assessment in a periodic manner to monitor the quality of the output of the work which is being performed by the employees. The raters are provided with the entire opportunity to provide their views on the performance of the tasks and this will help employees in analysing their weaknesses in the tasks which are being performed by them.
On the other hand, in Australia, this has been noticed that the performance appraisal process is not being followed in the organization. This has been noticed in Australian organizations, the higher authorities take into consideration the different problems which are being faced by the employees and they try to fix the same before any kind of disciplinary actions are taken against them. On the other hand, Adekola & Sergi (2016), has commented that there are few organizations in Australia in which the performance review is being done through the different kinds of factors to be taken into consideration such as satisfactory or unsatisfactory performance of employees.
Moreover, in terms of training and developmental activities, this has been noticed that there are various types of ascertainment which are required to be taken into consideration as this will help in understanding the logics in various countries and their approaches to understand the process of training and development activities. Cheng et al.,(2014), has commented that there are few organizations in New Zealand which do not follow any kind of induction process for the new employees who have been recruited and selected for a certain kind of position in the organization.
Furthermore, Stahl & Tung (2015), has commented that there are different kinds of processes which are efficient in nature in managing the different kinds of employees appropriately. This has been noticed that in case of Australia, this has been noticed and surveyed that few organizations in Australia conduct a separate ten or fifteen days training program which helps the new employees in gaining knowledge on the tasks which are being performed by them in an efficient manner. On the other hand, Pudelko, Tenzer & Harzing (2015), has commented that training and developmental programs help the employees in becoming more experienced and this has assisted the company in managing the different tasks and gaining huge productivity as well.
However, Stahl, Miska, Lee & De Luque (2017), has hypothesised that there are no such training and development programs and this has affected the entire productivity of the organizations as well. Furthermore, this has been noticed that in case of the no such induction programs in different organizations, this has impacted the performance of the employees and there is demotivation among the employees as they do not get motivated and there is no such activities which has been adopted by the organizations to gain more competitive advantage.
The cultural differences are being highlighted in case of the Australia and New Zealand as well. This can help in understanding the different effects of the culture on the Human Resource Management functions such as performance appraisal and training and development of the different employees in the organization in an effective manner (Storti, 2017). The Hofstede’s model will help in understanding the cultural differences which will be efficient in nature to understand and reduce such cultural differences and make the entire HR system more efficient in nature.
As per the Hofstede’s model, this can be analysed that as per the power distance, it can be noticed that the culture of Australia is not the same as New Zealand. In Australia, Woolworths is one such example of the company wherein the score is low in this dimension in which this can be seen that the supervisors and the employers rely on the employees for the different kinds of tasks and they appreciate the employees for their performance (“Make your performance appraisal matter | Woolworths.co.za”, 2018). The employees are being provided with motivation and spirit to perform effectively in the organization.
Furthermore, there is huge level of individualism in which the employees are being rewarded and they are being provided with various types of rewards and recognitions and training is suitable in Australian organizations which helps them in being more efficient in nature. However, in the Australian culture this has been noticed that there are no such long orientation programs conducted by the organizations and this affects the morale of employees (Tjosvold, 2017).
However, on the other hand in case of culture of New Zealand, Four Square is the other example wherein no training is being provided to the employees and there has been huge increase in the rate of turnover of the employees as well. This has been noticed that the culture is different as the employers do not provide any kind of motivation to employees. The employees in the organizations are not being provided with any kind of training and development programs and this is not effective procedure in Australia as the organizations in Australian society feels that the employees are the assets of the organizations and they should be treated in a positive manner as to gain positive results.
Therefore, it can be recommended that there are different kinds of recommendations which are being provided to the different multinational companies, which will help the companies in changing their style and reduce the different issues in an effective manner as well.
Firstly, the companies need to adopt similar kinds of HR practices and the usage is required to be done in the same manner as in all the organizations need to follow similar kinds of HR practices which will be become more efficient in nature.
Secondly, it has been seen that the procedures which are being followed in Australian organizations is required to be followed in New Zealand as well. This will help organizations in New Zealand to become more effective and gain more competitive advantage as well.
Lastly, training and development practices is required to be inbuilt in the organizations as this will help in motivating the employees in an appropriate manner as well. Performance Appraisal procedures are mandatory in nature to be adopted in all the organizations which will be effective and improve the overall productivity of the organization efficiently as well. With the help of the cultural dimension, this has been identified that there are few instances in Woolworths which has been surveyed and this has resulted in improving motivation of the individuals who are working in the organization.
Conclusion
Therefore, this can be concluded that there are different kinds of HR practices such as training and development along with performance appraisal process. This has been seen from the above analysis that there are various approaches and cultural differences which has been illustrated by taking examples of New Zealand and Australia. Furthermore, this has been noticed that with the help of Hofstede’s cultural dimensions, this has been analysed the Australian working culture is better in nature than the organizations situated in New Zealand. Lastly, the recommendations have been provided to the different organizations in New Zealand as the turnover rate of the employees is huge and this is due to lack of motivation and no such appraisal process which is being maintained in the organizations as well.
References
Adekola, A., & Sergi, B. S. (2016). Global business management: A cross-cultural perspective. Routledge.
Ang, S., & Van Dyne, L. (2015). Conceptualization of cultural intelligence: Definition, distinctiveness, and nomological network. In Handbook of cultural intelligence (pp. 21-33). Routledge.
Cheng, B. S., Boer, D., Chou, L. F., Huang, M. P., Yoneyama, S., Shim, D., … & Tsai, C. Y. (2014). Paternalistic leadership in four East Asian societies: Generalizability and cultural differences of the triad model. Journal of Cross-Cultural Psychology, 45(1), 82-90.
Make your performance appraisal matter | Woolworths.co.za. (2018). Retrieved from https://woolworths.co.za/recipe/_/A-cmp202030
Moran, R. T., Harris, P. R., & Moran, S. V. (2014). Managing cultural differences. Routlegde, London–New York.
Peng, M. W. (2017). Cultures, institutions, and strategic choices: Toward an institutional perspective on business strategy. The Blackwell handbook of cross?cultural management, 52-66.
Pudelko, M., Tenzer, H., & Harzing, A. W. (2015). Cross-cultural management and language studies within international business research: past and present paradigms and suggestions for future research.
Stahl, G. K., & Tung, R. L. (2015). Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship. Journal of International Business Studies, 46(4), 391-414.
Stahl, G. K., Miska, C., Lee, H. J., & De Luque, M. S. (2017). The upside of cultural differences: Towards a more balanced treatment of culture in cross-cultural management research. Cross Cultural & Strategic Management, 24(1), 2-12.
Storti, C. (2017). Cross-cultural dialogues: 74 brief encounters with cultural difference. Nicholas Brealey.
Tjosvold, D. (2017). Cross-cultural management: foundations and future. Routledge.
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