CULTURE IN THE CONTEXT OF GLOBAL HUMAN RESOURCES MANAGEMENT

Abstract

Working and earning from the comfort of your home is a possibility that is going viral nowadays. Everyone with several years of working experience has the chance to find a suitable remote job with decent earnings; therefore, offices have started to become an unnecessary expense. Remote companies have monitoring systems that monitor the results employees are expected to reach, so the employees are aware that working from home will not change their level of productivity. However, working from the office is a very pleasant and learning experience. Video conferences are unlike meetings in person, where you can witness body language and face expressions while talking to people. At the same time, you can communicate, exchange experiences, network, and be uplifted while in the office. Working from the office gives you the opportunity to meet people from different cultures in person. Sharing the space where you spend your day with people who have different backgrounds means having the capability to adapt to different styles and ways of functioning. This study examines the crucial role that cultural diversity plays in the workplace, followed by the HR methods that management implements for the purpose of harmony within the organization. The significance of culture in molding and impacting worldwide Human Resource Management (HRM) practices has grown in today's linked and ever-changing economic landscape. This study explores the complex relationship between culture and global human resource management (HRM), looking at how cultural differences affect hiring, selection, training, performance reviews, and employee interactions, among other HRM-related activities. This study attempts to offer insights into practical methods for handling cultural differences in a global Human Resources Management setting by analyzing the benefits and difficulties brought about by cultural diversity. This study advances knowledge of the challenges of managing cultural diversity in multinational corporations by drawing on pertinent theoretical frameworks and empirical research, leading to the eventual development of more inclusive and successful HRM strategies worldwide.