Q In the assignment there is a brief discussion on impact of culture on various human resource practices Home, - Impact of culture on various human resource practices Introduction In the assignment there is a brief discussion on impact of culture on various human resource practices. There are various types of human resources practices such as performance appraisal, training, development, recruitment and selection criteria which help the human resource to develop and help the organization to accomplish the objective set by the organization (Tarba, et. al., 2017). It will directly lead to the growth of the organization as well as the organization as well but there is different cultures and different countries and in different states and it impacts the practices and the desired output cannot be achieved (Rosen, et. al., 2017). The countries chosen are US and India as in both countries the culture is different and on the basis comparison can be made and depicted in detail in the assignment. Main Body Meaning of Culture: The qualities which are in a person or in a society that is basically arises from a concern which are considered sometimes as very good in arts, manners, skills, respect, letters or any other thing. Culture is basically a wide term which involves collection of the various beliefs and traditions which can affect the behavior in any manner (Gbajumo-Sheriff & Uche, 2016). The human resource in each and every organization an in every country are recruited in the organization basically to help the organization to accomplish the desired output, therefore some policies and regulations are made by the organization for the benefit of the organization as well as the employees of the organization (Rosen, et. al., 2017). The policies vary from country to country and from country to country. The policies can affect the human resource department as some policies create problems and some needs to make for the benefit of the employees and also for the organization. Differences in the views can create conflicts and gap which lead to undesired accomplishment of the objectives set by the organization (Tarba, et. al., 2017). Cultural differences: There are various differences in relation to different cultures. The differences among the cultures lead to various issues such as ineffective communication, communication gap among the human resource and other employees of the organization, conflicts in relation to different views of the human resource and finally all these things lead undesired output and affect the performance of the human resource as well as it impacts the objective of the organization (Dusterhoff, et. al., 2014). The cultures differences leads to various issues such as discrimination of the employees as in corporate there are teams and groups and people who are from different culture has to face discrimination, relationship with the employees as if discrimination on the basis of caste, religion, country or language is there then there relationship affects, the decisions of hiring and recruitment in the organization as most of the organization prefer employees belonging to their country and culture, communication gap is there as due to language differences, there is a problem of communication and understanding and it leads to communication gap which affects the performance of the employees and the human resource (DeNisi & Smith, 2014). Performance Appraisal: Performance appraisal are the basis which helps in various important decisions such as selections, growth in the organization, promotions, incentives and enhancement in the salary and training to an employee helps them to understand the culture, working and the boosting of the skills which helps the organization to accomplish the desired goals and culture differences affects the output of these practices in an organization (Rosen, et. al., 2017). Hofstede Model of organization culture: According to Hofstede theory, there are basically three levels of the mental programming and are as follows; ? Individual: It is a unique level and basically depends upon the dislikes of an individual and its behavior. ? Collective: It involves those traits which are learned by an individual by its environment. ? Universal: It involves those traits which are inherited in an individual (DeNisi & Smith, 2014). Globe Theory: According to globe theory, it is very important to understand leadership and for that there are three phrases which are determined by Robert House are as: ? Phase 1: It involves the developmental of the research instruments ? Phase 2: It basically involves the cultural attributes and their assessment. ? Phase 3: It involves the study of the leadership behavior (Gbajumo-Sheriff & Uche, 2016). Impact on the rewards and incentives given to the human resource: When working in various societies, associations may go for an institutionalized installment strategy. This implies regardless of in which nation you are working you will be given a similar compensation (Root, D. (2018). However, this technique disregards the way that the job in one nation can be costly when contrasted with the other nation. Accordingly, associations more often than not pay their representatives through a framework which basically depends on districts. This installment methodology is known as localized installment procedure (Audia & Tams, 2017). ? Effect on the Evaluation of the Performance: There is a lot of disarray in regards to who should rate the nation of origin workers. Social contrasts influence the assessment to process inadequate as the mass nation chiefs may rate the nation of origin representatives brutally or they may rate them considerately (Tarba, et. al., 2017). For instance, in Indian workers and directors esteem amicability, so the administrators may rate the nation of origin representatives high so as to keep up congruity in the association (Tarba, et. al., 2017). Training and development: ? Impact on the training given to the human resource: Representatives are by and large prepared about social parts when the business is directed all around. The reason for the preparation is to enable workers to oblige in the new culture while they are abroad on assignments (Garavan, et. al., 2016). They are not prepared in regards to new innovations rather the real segments of preparing are dialect, culture, objective setting and overseeing family and stress. Social preparing is essential for the achievement if different assignments, albeit social issues are not talked about straightforwardly but rather if directors don't know about the social standards then they can flop gravely (Bratton & Gold, 2017). ? Effect on the Priorities of the Human Resource: Culture influentially affects human asset needs as the primary need shifts from representative maintenance to authority advancement (Tarba, et. al., 2017). Role of an international human resource manager in relation to Training and development: There are various roles which are played by the human resource manager of an organization. Some of them are depicted as under: ? Planning of the human resource belonging to an organization: It is the important part and work of HR managers as to determine the number of human resource required in an organization, in a department or in a branch. The qualities and the skills which are required in a HR is also the role of the HR manger (Clair & Milliman, 2017). The Hr manager should determine the requirements of its organization so that according human resource can be recruited. Before any recruitment and other process of recruitment takes place in the organization, the manager needs to determine the need so that issues presented in the organization can be easily sorted out and also steps can be taken for the growth of the organization (Helmreich & Merritt, 2017). ? Process of the Recruitment and Selection: The process of hiring is also the role of HR manager which is very important role as required and skilled person can be recruited so that the organizations can also be benefited from the employee and the employee can also make its efforts for its personal growth (Deshwal, 2015). The personal can be hired based on its qualities such as management of the work, his intelligence, hard-working, completion of the task in a proper way (Gbajumo-Sheriff & Uche, 2016). Role of an international human resource manager in relation to performance appraisal: ? Management of performance and appraisal: There are various performance measures which are implemented by the HR manger in order to enhance the performance of the employees, due to cultural differences and language differences, some employees cannot able to enhance their performance by means of appraisals and other incentives and it affects their performance and demoralize them (Gbajumo-Sheriff & Uche, 2016). ? Participation of the employee and motivation: It is the role of the Human resource manger to make its employees motivated so that the organization can get desired output but due to cultural differences there is a arise of problems such as cultural issues and it leads o discrimination, lack of motivation to employees who belong from other cultures and it affects the performance of the organization and also of the employee (DeNisi & Smith, 2014). Recommendations There are various recommendations which can be made such as: ? Proper techniques should be followed by the Hr manger to handle cultural issues ? Proper motivation to all the employees should be given (DeNisi & Smith, 2014). ? Steps should be taken in order to avoid communication gap and other barriers ? Steps are required to be taken to determine the issues which are the performance of the employees and other Hr practices (Tarba, et. al., 2017). ? Discrimination should not be done on the basis of caste, religion, languages and steps shoud be taken to avoid these practices (Gbajumo-Sheriff & Uche, 2016). Conclusion From the above, it has been concluded that there are various human resource practices which will not give effective results in context to different cultures. Culture impacts the practices such as performance appraisal, training and development which are depicted in detailed in the assignment. The performance appraisals are the tools which is used by the Hr manager in order to enhance the performance of the human resource of the organization and training and development is also made to the new hired employees so that the performance of the employees can be enhance which ultimately benefits the organization but culture difference affects both training and performance appraisals in am manner and results in arising of various issues an conflicts among the employees and the human resource and is detailed in the assignment.