Human resource management is the operation of important means of a company or

business, and the important issue is people. The management of human resources is
done well to insure the training process, division of work in agreement with the
capacity and complete the company's common pretensions. Thus, Human resource
management not only affects enterprises but also the existence and development of
the economic. Consequently, I will study the different approaches HRM academics
and learn about the internationalization of HR programs.

Globalization leads to the integration and reorganization of national economies on an

international scale through a series of processes and exchanges. The expanding
interdependence of the world's economies, cultures, and populations is referred to as
"globalization" because of cross-border trade in technology, investment, people, and
goods, as well as cross-border trade in technology. Nations have forged economic
alliances over many centuries to facilitate these movements (PIIE, 2022). As a result,
globalization is not just interdependence. even though these economies are completely
dependent on one another, their integration tends to result in a unified global economy.
Globalization, which is primarily economic globalization, is emerging as an
significant trend in contemporary economic relations.

Three lenses of International Human Resource Management will be discussed as we

consider internationalization. Firstly, we will talk about culture approach which are
many aspects of human life, including science, religion, literature, art, language,
writing, morality (Tylor 1920 [1871]: 1). Since a society's national culture is a system
of deep values, attitudes, and actions ( Leung et al., 2005) has a significant impact on
the characteristics of the country's other systems ( legal, political, profitable, and
others), which suggests that the culture of the countries observed is one of the most
pivotal aspects to consider when entering the transnational business scene.In its
broadest sense, culture is conduct that's developed; that's the sum of a person's learned
and accumulated gests, which are transmitted through geste or social literacy.
Secondly, law is the internal structural unit of the legal system. It includes legal norms
that govern the same kind of social relationship in a particular area of social life.
Every nation is expected to uphold and uphold its laws . Although each institutional
framework has its flaws, researchers should combine multiple institutional
frameworks to gain a holistic understanding of institutions (Burbach and Royle, 2014).
Thirdly, because transnational businesses are needed to retain, train, motivate, nurture,
retain, and effectively use their services at all situations of performing — whether at
its commercial office or the foreign product units shops. International Human
Resource Management is the process of allocating, acquiring, and effectively using
human resources in transnational business (Rao, 2008).

With the above three lenses, we only focus on the cultural aprroach. Accordingly,
there are two authors who have created two theories of culture, Mr. E Halls and Mr.
Hofstede. Author Gerard Hendrik Hofstede Gerard Hendrik Hofstede (October 2,
1928 – February 12, 2020) was a Dutch social psychologist. Hofstede entered a part-
time doctoral program at the University of Groningen in the Netherlands after
working in the industry for ten years. In 1967, he graduated with a doctorate in social
psychology. Another person, in the early 1960s, the American anthropologist
EdwardT. Hall ( 1914 – 2009) expressed an interest in the effect of spatial distribution
on beast relations.
According to early theories, cultural values should be examined in four ways:
collectivism versus individualism; degree of risk aversion (avoiding uncertainty);
masculinity and femininity (personal orientation) as well as power distanceHofstede
developed a fifth long-term orientation with the assistance of an independent study
conducted in Hong Kong. This orientation covers concepts that were not included in
the initial model. A sixth dimension was developed by Hofstede in 2010 to contrast
self-satisfaction (self-needs) with self-restraint.Six cultural dimensions of necessity
from Hofstede.

On the one hand, Hofstede's theory shows many strengths. The cultural dimension
theory of Hofstede is thought to be a useful key for reflecting one's own assumptions
about what constitutes normality. This doctrine can be used to study a nonprofit
organization's prospects and conduct. Eventually, it'll contribute to the enhancement
and expansion of fundraising strategies. transnational directors use Hofstede's cultural
dimension doctrine to increase employee motivation and reduce conflict. In the end, it
makes a business organization work better. For instance, the distinction between
individualism and collectivism suggests that some societies or individuals would
rather work alone and evaluate their own existence in terms of being an individual
rather than as a member of a group (Hofstede, 2002). In addition, the degree to which
ambiguity and uncertainty can be tolerated is taken into account by the uncertainty
avoidance index.This dimension examines how to deal with unforeseen circumstances
and occurrences.According to Rieche and associates( 2012), culture in a nation has
an impact on the reclamation process in some way. According to them, in collectivist
cultures, businesses would rather first look for candidates for open positions within
the company( internal reclamation), which would encourage workers' fidelity and
commitment x (Rieche et al., 2012). A low forbearance for threat and query is
indicated by a high uncertainty avoidance index. A high forbearance for threat and
query is indicated by a low uncertainty avoidance index. In support of the preference
for internal reclamation in similar societies, some other authors also say that if some
candidates come from an external labor requirement, they lately have difficulty fitting
into the terrain,work and develop social relations with other workers, and indeed face
some kind of resistance (Björkman & Lu, 1999).

On the other hand, The theory proposed by Mr. Hofstede contains numerous flaws.
First of all, there is a conflict between the collective and the individual in society. A
collectivist is more concerned with the success of the group than they are with their
own happiness or success. Engaging employees from different cultures is one aspect
of international HR. This requires knowing whether a society is more individualistic
or more focused on the group (Darwish and Huber, 2003). When it comes to the
methods that organizations employ for the purposes of appraisal, preferences are
influenced by a number of aspects of culture.According to a number of studies,
individualist cultures are more likely to have an informal and subjective appraisal
system, whereas collectivist cultures tend to have a formal and individual appraisal
system (Stone-Romero & Stone, 2002). In contrast, employees in Japan (collectivist
cultures) also react emotionally when they receive a negative evaluation, but the
predominant emotion is shame for not performing to expectations (Stone-Romero &
Stone, 2002). The majority of Americans, for instance, are individualists, whereas the
Japanese are more collectivist. Additionally, Americans had lower scores for
uncertainty avoidance. In essence, they are open to and accustomed to ambiguity and
uncertainty. The Japanese, on the other hand, have a very high score, indicating that
they value the truth and avoid uncertainty. For example, the power distance score for
Ireland is 28.This suggests a belief that frequently ignores differences between people.
With a score of 71, France demonstrates its individualism. Children learn to be
emotionally independent of the groups to which they belong from their parents. As a
result, one is only expected to look after themselves and their family (Hofstede
Insights, 2021). Second, the extent and propensity of society to satisfy its desires are
taken into consideration when contrasting the preference dimension with the
repression dimension. Indulgence indicates that a society allows for a degree of
freedom when it comes to having fun and enjoying life. Repression indicates that a
society regulates and prevents the fulfillment of needs through social norms.With a
high score of 65, it's clear that indulgence is a part of Irish culture. Societies with a
high Indulgence score typically have people who are willing to follow their instincts
and fulfill their desires for having fun and enjoying life. Another country, when it
comes to indulgence versus restraint, France ranks somewhere in the middle (48).
This, in addition to their high Uncertainty Avoidance score, suggests that the French
are less laid-back and take life more seriously than is commonly believed. Indeed, the
happiness indices do not rank France very highly (Hofstede Insights, 2021).

In a new book titled Cultural Differences in a Globalizing World, Michael Minkov

expanded on and revised his 2007 work (Minkov, 2011). Scores for 86 countries for
exclusionism and 43 for monumentalism have been recalculated from partially
different sources for the dimensions Exclusionism versus Universalism and
Monumentalism versus Flexibility. Industry versus Indulgence has taken the place of
Indulgence versus Restraint; A slightly different selection of WVS items has been
used to calculate scores for 43 nations. The old and new versions of these three
dimensions still have strong correlations, with a clear negative correlation in the case
of indulgence.

On this topic with the intention of enhancing the Company's talent management,
specifically in the area of employee management within the frame of the convergence
versus divergence doctrine. Substantiation-grounded management is defined as " the
methodical use of the best available substantiation to ameliorate management
practice," aand it is widely recognized as a companion to best practices in the context
of business research (Reay, et al 2009). However, it is apparent from the antedating
literature review that there's little to no "fact-finding" within the constructs of cultural
and social beliefs in the workplace. It is argued that this kind of business exploration
is not sufficiently guided by data and long theoretical findings. Most people agree that
the best strategy for attracting and retaining a high-performing workforce is the best
one (Diller, Shedroff and Rhea, 2006) .

In the United States (US), convergence theory, also known as the "universalist
paradigm" (Girgin, 2005), has gained widespread acceptance.Management practices
from the middle of the 20th century are where it comes from. One of the earliest
contributions to the convergence thesis was Max Weber's doctrine of bureaucracy and
rationalization.

The Divergence Proposal argues that sociocultural and institutional influences, which
are the product of culture, history, and the way society is structured and operated, are
so strong that private enterprises operate Actions in those societies will continue to
adopt their own "specific ways of doing business," including personnel, is an
opposing standpoint. These socio-artistic and socio- profitable pressures will noway
meet; rather, HRM policy and practice will always be different around the world. This
is associated with IHRM views that are" contextualist," also known as" relativist."
(Ariss A. and Sidini Y,2016).

Management is the important power resource in organizations (Hales, 2000). Human

resource management necessitates a comprehensive understanding of people and the
belief that they are the driving force behind growth. Techniques for human resource
management often aim to make it possible for people to reach their full potential, cut
down on resource wasting, and make the organization more efficient. It's essential to
have well-informed managers in order to avoid queries and chaos, which can
eventually be detrimental to the business. Respect and open lines of communication in
the workplace are expected of a good manager (Hitt and Hoskisson, 2006). It is
possible for managers to develop a false concept of consensus and teamwork, leading
them to mistakenly believe that their team is engaged and communicating effectively,
and that everyone is working toward a common goal.However, the opposite is the
case because of ignorance, confusion, and a lack of clarity. Because managers will be
more aware of employee differences in this setting, it can be argued that diverging
practices or best-fit practices are preferable. However, academics contend that the HR
professional needs to be mindful and have a global perspective (Monks and Harney,
2014; Jackson, 2002), and HR other directors ought to have the option to perceive the
inborn and extraneous requirements and needs of representatives broadly and
universally, including their inspiration factors and learned social convictions,
preparing others to know about something similar. When it comes to creating and
maintaining the desired organizational structure and culture with the goal of retaining
high performers and high potentials, HR takes center stage (MacRae and Furnham,
2014). Human resource management is frequently where company policy is
implemented. The company's people strategy governs these policies. Policies should
be flexible and open to interpretation and consideration because they are not rigid
rules but rather guidelines. All levels of management's work behavior are significantly
influenced.

In conclusion, we have analyzed many aspects of culture, especially the theory of

Hofstede, an author who wrote the theory of six cultural dimesions. Finally, we have
chosen the best way to manage people well is divergence.
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