Culture and human resource management An international company hoping to implement a global strategy must choose the human resources policies and practices that will best support that strategy (Inglehart, 2000). However; the same policies will not produce the same effects in different cultural areas. Hence, an international human resource firm has to learn how to manage cultural difference which they will be confronting more and more on a daily basis, at home as well as abroad (Schneider, 2003).
Conclusion
A major challenge facing an international human resources firm is the management of human resources on a global basis. It requires an understanding of human resources management, cross cultural management, and willingness to learn from abroad. Because an international human resources firm must be coordinated through a differentiation of roles to achieve goals, matrix organizational structure is suitable to international human resource firm. The major strategies of an international human resources firm are selection and training, performance evaluation, motivation, remuneration, allowance, labor relations, empowerment, and career development. However, the same strategies will not produce the same effects in different countries. Therefore, it needs to understand how to manage culture differences in difference areas