The Impact of Cultural Values on Global Management of Practice

Abstract

Contemporary organizations face numerous challenges and demands. The intensity of business changes,
technological changes, innovations are the characteristics of a modern business environment. Their complexity raises
the demand for new approaches in all business areas. The content of human resources management (HRM) in
multinational companies (MNCs) does not deviate significantly from the content of human resources management in
domestic organizations. They cover identical activities such as: human resource planning, recruitment, selection,
training, rewarding, etc. Specificities that distinguish HRM in domestic organizations from HRM in the MNK relate to
the selection of candidates for work assignments abroad, the preparation of employees for work and stay abroad, the
management of the repatriation process. Starting from the above, the biggest challenges faced by multinational
companies in the design and implementation of procedures in the field of international human resources management
are related to the cultural values of the extension countries. The aim of the paper is related to the connection and
influence of cultural dimensions on the international human resources management. The methodology of the work
includes the analysis of theoretical achievements in the mentioned fields of research - organizational culture,
international human resources management.