Question:
Discuss about the Understanding The Work Culture.
People around the world are getting closer due to Globalization. This is affecting the organizations on a large scale. This phenomenon does alter the available business opportunities overseas. The growth in developing countries is an important aspect in terms of business expansion. Operating a business across geographical and cultural boundary is often difficult for the business organization (Harzing and Pinnington, 2010). With the widespread use of technology and an ability to communicate, and a wide market, International Human Resource Management has become a gigantic issue. As a business expand into a foreign market or hire employees from a different cultural background, they face issues relating to the employee law and tax liabilities. Compliance with the international law is a tough task for a HR manager due to increasing complexities. In this situation, it is recommended to keep knowledge of the legal requirement and business operation to mitigate the complexities. The report is based on the Number 2 Faction” that supports a tailored organizational culture (i.e. there is no particular “size” that fits idea). HRM staff has to manage the activities while expanding the business. Indian and Australian wok culture is completely different. While setting the business goals, it is important to set the different HRM policies in order to organize the activities appropriately(Armstrong and Taylor, 2014). It is tough for the company to imbibe the working culture of some different country. Instead, they must try to focus efforts on managing the business function through the local culture. This will help the employees in understanding the work culture in a proper way. This will reduce the training cost, hence increasing the overall productivity (Berman, et al 2012). Australia is a pioneer of Western Culture. They foster an open environment as compared to the other Asian countries. India has a conservative work culture with a wide range of talent. The difference in culture creates a need to implement a mixture of both the Asian and Western work culture (Beugelsdijk, 2008).
In the given situation, the major issue is to maintain cultural diversity. Working with people belonging to a different cultural background and lifestyle means adapting new work style and Ideas. The pre-notion concerning one idea fits all no longer accumulate. To gain competencies and relevancy, it is evident to manage the employees on the basis of their experiences. Being open to new technology and style will add positive impacts on the organizational cultural diversity. The up-bringing of employees living in India will be different from the one living in Australia. Rigid HRM policies are destructive for the organizational growth and development. The given situation differentiates the HRM practices followed at different countries and how it impacts the HR policies. The report further focuses on the approach i.e.: Different approach for every country. In this way, it is possible to manage the HRM functions in an effective way.
Effective integrated conflict management system
Effective integrated conflict management system allows in preventing, identifying, and resolving all types of problems. There can be issues in relation to the “non-hierarchical” disputes between employees or between managers. This can affect all persons in the workplace Effective integrated conflict management systems is important for managing culture good faith and encourages resolution of conflict. The Integrated conflict management systems helps in providing multiple access points. In this way the Employees can readily identify and access an individual whom they trust for advice. Effective integrated conflict management systems gives multiple options for addressing conflict, giving employees the opportunity to choose a problem-solving approach in order , to seek fortitude and enforcement of rights.
In order to achieve an Effective integrated conflict management systems provide necessary systemic support in case of conflict. This is important for managing the dispute to access multiple options and promote competence
The dispute management system looks after conflicts at the workplace without sufficient training, tools, outlets, or support. There is a different mean to manage the conflict taking place in different country. The conflict and distress at the offices in the India and Australia has to be managed in order to manage the adverse consequences. The employees need to be managed with an effective system that focuses on managing the dispute taking place at different level. This will escalate their concerns to channels outside the company.
Benefits and compensations
The benefits and compensation are to be given as per the standard of living. Multinational companies are expanding business in India due to liberated policies and cheap employees. While comparing it with Australian economy, the cost of living is high. There will be a difference in compensation packages. This will be the major concern. While deciding on the compensation packages, a special consideration needs to be given to these factors. Benefits and compensations are important for an individual and forms to be an important part of HRM policies. The main notion behind this concept is to provide employees with a work-life balance. This is considered to be an important part of international Hrm policies. Multinational companies need to absorb the local culture in order to grow effectively. Implementing the changes at a local level will ultimately reward the international HRM (Collings and Mellahi, 2009).
Training includes, an in-house seminars and meetings designed to give employees with a better idea to grow. Professional development classes are important to develop a network among people. It tends to give competency regarding a particular idea. Professional development of the employees allows in managing global marketing and international business issues (Dessler, 2009).
This completely depends upon the changes that are introduced in an organization. Sometimes it is tough to provide training to the employees. The purpose is to manage the organizational activities in an effective way by meeting the requirements of the employees. The training program has to be made in accordance with the employees working in the organization. The training and development pattern in both the countries is different. India working culture is different consequently. India is a multilingual, multi-ethnic and pluralistic society. There is a gap in cultural between North and South India. Hence it is suggested to develop HR training program as per the locality. This will help in dedicating the efforts in a better way (UK India Business Council, 2017).
The work culture in Australia does resist changing. It is tough to implement changes in the organization (Macmillan and Dowling, 2008). Though training structure need to be made according to the organization. It is important to understand the needs of employees and to structure the training process accordingly. In this way it is possible to gain competencies (Dowling, 2008; Mou, 2017).
Technological advances do have an impact on HR business practices. An Improvement in technology has brought a drastic change in the approach to the various venture and the situations that guide the organizational regulations (Boxall, Purcell and Wright, 2007). There is a technological difference in both the countries. India is a developing country with limited access to technology. Resistance to change in technology is very common. People are mostly accustomed of using labor intensive technology (Birdi, et al 2008). In case of change in the organization, there can be resistance to adopt the new technology. Australia is technologically advanced. They are mostly influenced by the western culture. Business is carried with technological services. However there are problems in managing the changes at the fast moving technology. In a globalized business environment, product life cycle has reduced to months asking for a fast delivery of services. For a Multinational organization it is becoming important to speed up the services (Boselie, 2010). Consumers today want services at the speed of thought. It has become an important to work in congruence with the world. The decisions regarding the real time are immediate. With the impact of technology, there is an increasing role of communication between businesses located in different countries. This is an important parameter to access information and knowledge to make an effective decision making (Boxall and Purcell, 2011).
This is the time to integrate the functionally and geologically separate units through cooperation of the entire workforce by the process of effective communication. There is a growing need to systematize, motivate, deploy, enable, measure, and reward the value-operational work. This will gradually help in understanding the culture to gain competitive advantage. There must be an effective communication in order to locate cultural difference. It is through a clear understanding that the difference between the two countries in terms of culture diversity and value- system can be managed in an effective way. Those managers can effectively communicate with the employee international horizon and accomplish business goals.
With the fusion of talent oversea, an organization can faced vivid challenges in managing the talent. The risk of losing talent to the competitors is very high. This is affecting multinational companies who are working globally on a large scale. The problem is related to management of employees with a different ethical belief and behavior. HR manager need to be watchful and employ a Think Global, Act Local approach to mitigate the problems.
India has enactments divided into 5 broad categories: Working Conditions, Industrial Relations, Wage, Welfare and Social Securities. These enactments are based on Constitution of India and the resolutions taken in ILO Conventions from time to time. The workplace diversity is managed by following the law, rules and regulations established. Companies investing in India have to take care of the legal obligations.
Whereas the Australian Employment law is guaranteed by generous leave entitlements and an exclusive legal framework characterize Australian employment law. The interesting aspects of workplaces in Australia are as follows: Modern awards, enterprise Agreement, parental leave for 24 months, Long service leave etc.
Hence, while framing the HRM policies individually, it is important to look into the issues faced locally. This will help in establishing effective changes in order to implement HRM functions. There is already certain level of differences in the work culture and business functions (Bratton and Gold, 2012).
Conclusion
As discussed above the dominant issues and challenges faced by HR mangers and organization are related to management of diverse workforce. The primary work by the HR is to expand sound organizational structure with well-built interpersonal skills. Training employees is an important concept of globalize human resource management to give better results in the global organization context. The changing working environment is creating issues for the HR department is to manage the functions in order to gain market competency. There is a vast difference in managing the business activities in a diversified environment. For the purpose, it is the responsibility to manage the business functions. The work culture in Australia is different from that of India. The only way is to design the structure with the help of an effective training process. This will help in managing the business activities in an appropriate way. As a business expand into a foreign market or hire employees from a different cultural background, they face issues relating to the employee law and tax liabilities. For a business expanding its work in Australia and India, it is important to understand the work appropriately. Benefits and compensations are important for an individual and forms to be an important part of HRM policies. Hence, it is possible to gain efficiency by developing an effective business plan to gain competency. The report focus on the use of Number 2 Faction” based on tailored organizational culture and needs (i.e. there is no particular “size” that fits idea)
References
Armstrong, M. and Taylor, S., 2017. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong’s handbook of strategic human resource management.Kogan Page Publishers.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage.
Beugelsdijk, S., 2008.Strategic human resource practices and product innovation. Organization Studies, 29(6), pp.821-847.
Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D. and Wood, S.J., 2008. The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61(3), pp.467-501.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning.
Boxall, P.F., Purcell, J. and Wright, P.M., 2007. The Oxford handbook of human resource management. Oxford University Press on Demand.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human resource management review, 19(4), pp.304-313.
Dessler, G., 2009. A framework for human resource management.Pearson Education India.
Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Mou,Q.2017. Australian employment law: 10 key features. Online, Available at: https://www.personneltoday.com/hr/australian-employment-law-10-key-features/ Accessed on: 6 October 2017
UK India Business Council,2017. BUSINESS CULTURE IN INDIA Online, Available at: https://www.ukibc.com/india-guide/how-india/business-culture/ Accessed on: 6 October 2017
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