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Cross-Cultural Management Department of HR - Research Paper Example

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From the paper "Cross-Cultural Management Department of HR" it is clear that structural intervention is suggested in managing multi-cultural teams. This is particularly important for reducing interpersonal conflicts and frictions between team members…
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Cross-Cultural Management Department of HR
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Download file to see previous pages Some amount of similarity might be seen in the American culture, though there are a lot of differences too. Studies have particularly stressed up the impact of Hofstede’s dimensions on HRM practices. It is seen that in collectivistic cultures recruitment and selections based on test scores would be minimal while selection through employee referrals could be more preferred. On the other hand, individualistic culture employers would select candidates on the basis of task abilities and skill. Thus it is recommended that selection criteria in Asian and Arab countries must include education, prior experience, cognitive skills as well as personality tests. On the contrary in North America, which depicts collectivistic cultures selections must be done on the basis of fitness of the candidate with the rest of the company, whether they are loyal and trusted, etc. Thus it is advised that in North America, where the company is taking the active expansion, strategies such as internal employee referrals, word of mouth advertising must be used for recruiting candidates. In such cases candidates having knowledge about the company is rated highly by the employer and are preferred to be recruited (Milikic, 2009, p.107).
The tough influence of power distance has been previously proved in academic literature. Some studies have particularly brought forth the fact that educational qualifications are considered to be more valued in cultures having high power distance index. This is possible because of the high focus of these countries on status such as India. Thus it is recommended that while undertaking recruitment programs in subsidiaries in India the company must particularly specify the designation and the particular qualifications required for that role. Other aspects such as required personality traits and characteristics suitable for the job role are provided less emphasis in regions. ...Download file to see next pagesRead More
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