Host Country Specific Factors, Essay Example

The distinctions in human resource practices by multinational companies in domestic environments and the international environments will be explored.   The difference of the cultural influence of the host nation will be explored from the perspective of   Myloni et al (2003), Niles 2013 and Treven (2001).

HRM Factors that are Specific to the Host Nations

Studies have demonstrated that organizations that operate in distinct nations have different practices with regards to their human resources policies and practices.  It has been observed that the communicating of the human resource practices and policies to other nations that there can be consideration of language and culture that must be taken into account.    These are some of the primary instances in the domestic perception of human resources management and the international perception of human resource management (Myloni, 2003; Nuilres, 2013; Treven, 2001).

American Management Theories in Host Nations

Although American management theories are the predominant theories in the world, the cultural belief systems of the host nation must also be considered by the human resource departments of the multinational corporations.  There is an influence of the host nation´s social forces on the multinational corporation.  These social forces can compel conformity with the customs in order to facilitate the attainment of organizational human resource goals.  Research has demonstrated that the organization adapt to a particular extend with regards to the host nation and culture (Myloni, 2003; Nuilres, 2013; Treven, 2001).

In nations where there are few formally defined cultural institutions, the American multinational corporations have the potential of transferring cultural perspectives and practices in the human resources management field.   In addition, there are legal restrictions that may constrain the transfer of the culture of the multinational corporation in the host nation.  Consequently, the following hypothesis can be formed: An American multinational   corporation in a hoist nation which possesses an extensive history and cultural background (i.e., Greece, Japan and India) will require the adoption of practices that incorporate the host nation’s customs (Myloni, 2003; Nuilres, 2013; Treven, 2001).

Conclusion

Specific institutional and cultural for4ces can be the causal attribute that many American multinational corporations adopt customs that are aligned with the customs of the host nation.  Simultaneously, there is a substantial amount of human resource management knowledge transfer that occurs.   In the event that the multinational corporation is operating in a nation that does not have a defined culture, the personnel may readily adopt all of the multinational corporation’s customs and perspective.  In the event of the host nation having a more pronounced cultural perspective, there is some adoption of cultural perspectives required by the human resources departments.

References

Myloni, B, Wil- Harzing, A. and Mirza, H. (2004). Host country specific factors and the transfer of human resources management practices in multinational corporations. Harzing.

Niles, N. J. (2013). Basic concepts of health care human resource management. Burlington, MA: Jones and Bartlett Learning.

Treven, S. (2001). Human resource management in an international organization. School of Economics and Business University of Marjbor.