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Question: Choose any HR Practices and Explain how Cultural Differences may have an Impact. Answer: Introduction This paper analyses the critical role of Human Resource Manager, it discusses about the changing needs of culture worldwide. It is presumed that culture is the backbone of a nation, the business houses who caters their needs well didnt face any difficulty in their working operation. As the company grows, the goal of becoming an International sets their pathways to growth and opportunities. The workforce working in these corporate having different backgrounds and cultural values, to manage that workforce, human resource plays a key role in managing all these. Different practices used to operate and handle the employees of the organization because of the cultural difference. Great care and special attention given while preparing the Human Resource policies resource management. Various compliances require the need of structured HRM policies for the handling of different attitude, beliefs and mindset. Cross cultural Hr practices Managing Human Resource is a complex phenomenon as different people come from different backgrounds, their thoughts are different, their beliefs are varied in nature.According to Laurent (1986) a comparative analysis across national culture brings the startling evidence that there is no such thing as Management with a capital M.Human resource plays a significant role in the management of the workforce and to make them utilize their maximum potential to get the maximum from them. In the present scenario the HR domain getting bigger and gaining its importance in the corporate world. Human Resource plays a significant role in managing the workforce and all their operations, whether it is being related to their salary part or their health issues. Taking the examples of two HR practices to make the discussion more compatible: Recruitment and selection Performance appraisal Recruitment Selection According to Budhwar et.al. (2012), recruitment and selection are the most crucial task for a business nowadays, the companies are now facing the problem of attrition, the question is why this is been happening, there are various elements to support this context but the basic one is the cultural differences, people came from different background, having different set of knowledge, thoughts, ideas, beliefs and their mindset. These factors are the most critical things to manage, recruitment and selection has been done with wider set of HR practices by keeping the basic requirement of the organization ,but to satisfy the need of organization compromises the candidates potential and hence may lead to labor turnover, which is the most concerning issue in the business environment. When IKEA were recruiting their candidates they faced the problem of language, where candidates failed to translate the world Humbleness Wittgenstein said if a lion could speak, we would not understand what it had to say to us,this is hard to find the right candidate for the job because in present day the mark of stability arises and while obtaining the reasons, the findings are the differences in culture which leads to internal conflicts between the employees. There are multiple ways for betterment in recruitment across the culture, such as organizing the training program, seminars and mixed session of employees which makes them understanding each other their cultural diversity. Recruitment is increasingly a worldwide activity so to make the decisions by having more realistic approach helps a lot. Occupational Health and Safety According to Brewster Mayrhofer (2012), health and safety are the most emerging factors in the present business environment, the employees are now more concerned toward their health and safety before joining any organization. The labor intensive industry facing this issue as a challenge, the organization had to provide health claim benefits to their employees beforehand. This need had been arise due to the dealing in hazardous environment which cause any kind of injury, due to the involvement of various technological advancement the hand work is being totally furnished and machinery taken the replacement. According Liu et.al. (2016) Occupational Health safety differs from culture to culture, the need and requirement of the employees varies from person to person due to having different cultural backgrounds, different set of attitudes, beliefs and perception. The occupation now, completed with the parameter health and safety. The organization provides adequate safeguards to their employees, ensuring their interests could not be harmed and hence to get maximum from them. According to Boehmt et.al. (2014), the Human Resource management is working in the sphere of protecting the employees of the organization, several policies laid down to preserve their interests the organizations are becoming leading giants by working for the welfare of their employees. The companies providing various beneficial policies such as accidental policies, injury coverage, health insurance and a lot more with different names. However the employees sometimes, find difficult to cope up with the policies due to the different cultural background, their mindset are different, their requirements are different, that will cause attrition and labor turnover in the future. The recruiters, across the globe facing the issue of cultural differences. International Human Resource Practices According to Ash et.al. (2013), there are several theories in International Human Practices given by the top notch organizations across the globe ,however the working style of each organization differ from culture to culture where it is operating. Human resource is a much wider term which work on different theories and practices, and each of these policies requires a great amount of revision before implementing in an organization. In present day the competition is among the nations the organization level of competition has been raised up to international level that requires that quality level which is totally unbeatable, higher competencies is required by the workforce. According to Absar, M. M. N. (2012), generally the multinational corporation adopts the same policies for their workforce worldwide that requires the standardization and a monitored structure which does not harm the interests of employees. Also in these MNCs to safeguard their interests there is a separate department called EMPLOYEE CARE, working for them. According to Caligiuri (2014) Other than MNCs the other organization also making the environment soothing for their employees to combat with the challenge of cultural differences. The Human Resource practices across the globe framing their policies by keeping the cultural background of a nation if it is, a MNC or else it is a national one than it focuses on the local or social requirement of the employees to cope up with the issue of cultural differences. Some of the international Human Resource Practices are, International Staffing, Performance management in international assignment, pre departure training in international assignment, Repatriation, Compensation issues in international assignment According to Taylor (2014), the issue of cultural differences as well as workforce differences in the operations of the organization has caught the attention of HR managers, as the world is narrowing its boundaries the viability to work in a cross cultural environment becomes the most valuable asset for any executive. Now there is work diversity in the organization, as the economies are developing, the business houses are also expanding and so are the various challenges. The study of culture is a lot more require than ever before, and to manage them precisely. The internationalization of the businesses directly reflects its blooming productivity and that is only possible with the quality workforce. According to Conway et.al. (2016), due to the direct impact on the economy, there is a need of sound HR practices, which understand the employees well and their culture. Globalization, HR is the global center of this change, involving in both acquiring and deploying the talents. Conclusion From this paper, it has been concluded that the, HR practices differentiates from culture to culture. These practices depends upon the situatons and the working environment of different culture. These Today HR is the more diversified sector than ever which includes recruiting, staffing, training, and different appraisal program to appreciate their talent and to make them better utilize their potential, understanding of employee culture References Absar, M. M. N. (2012). Recruitment selection practices in manufacturing firms in Bangladesh.Indian Journal of Industrial Relations, 436-449. Ash, R., Hodge, P., Connell, P. (2013). The recruitment and selection of principals who increase student learning.Education,134(1), 94-100. 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