Page 182 - DMGT548_GLOBAL_HRM

Unit 9: Global HR Issues in the Host Context

 English is automatically the chosen corporate language. Notes
 Language skills become an important aspect to do business internationally.
 The ability to speak the local language different from their home country was as important
as cultural awareness in their ability to adapt and perform on assignment.
 Language carries with it cultural coding.
 Due to difference in the culture, there is variation in HR practices across globe.

9.7 Keywords

Brownfield: When the multinational acquires an existing local firm as part of the establishment
of a local operation, but the multinational effectively replaces many of the resources and
capabilities.
Culture: It is the set of shared attitudes, values, goals, and practices that characterises an institution,
organisation or group.

Expatriate: It is a person temporarily or permanently residing in a country and culture other
than that of the person’s upbringing or legal residence.
Franchising: It is the method of practicing and using another persons business philosophy.

Instrumentalism: It is defined as a regard for people as a means to an ends of the organisation.
Intercultural Pragmatics: It is the contrastive or comparative study of such communicative
norms aiming to reach a better understanding of the cultural value.

Retrenchment: It is a corporate-level strategy that seeks to reduce the size or diversity of an
organisation’s operations.
Subsidiary: A company for which a majority of the voting stock is owned by a holding company.

9.8 Review Questions

1. Critically analyse the HR practices in Indian organisations giving examples.
2. “Joint ventures abroad results in the intermixing of the different culture groups.” Do you
agree? Justify.

3. “Language and culture of a country are interrelated.” Justify the statement giving suitable
examples.
4. Examine the differences in the HR practices followed in Indian companies with those of
US and China. Give examples.
5. Examine the factors that play a key role in retaining and retrenching the staff abroad. Give
examples in support of your answer.

6. Critically examines the factors that led to the standardisation of the work practices.
7. Analyse the relationship between the countries culture to the organisational environment,
discussing the effect of both on employees.

8. “HRM strategies are not solely determined by national cultural differences.” Comment
on the statement.
9. Analyse the Japanese HRM management system giving examples.

10. Does language has a significant effect on doing the business internationally? Justify.

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