Eloborate detail & give creative solution that SHRM will / must take to overcome the problem Cultural Barriers Culture is becoming a significant challenge in implementing Strategic Human Resource practice in the workplace. Employees from diverse backgrounds have their demands. For instance, the issue of disclosing patient health information to the public, especially Covid-19 tests, has attracted hot debates. Employees from various cultures are against the disclosure, while government policies have made it compulsory. This put HR on the crossroad, not knowing to obey government directives or stick to the cultural demands of the employees. Government Regulations. Human Resource Managers are operating under pressure with the development and introduction of new workplace policies and laws that human resource managers need to comply with. The rules and regulations affect all human resource activities, including training, hiring, termination, compensation, among others. Lack of compliance with government Covid-19 directives, and other laws results in many costs, such as legal fees, that may cause the company to shut down. Economic Factors Economic factors are among the most significant external influences of Human Resources operations. With the unfavourable economic conditions, organizations have resulted not to hire an employee (Chakravarthy, 201). For instance, following the Corona pandemic strike, excess employees had their contracts terminated, leading to understaffing challenges. Workforce Demographics As the older generations are exiting the business, the new generation is entering the market; thus, Human Resource Managers have to be careful in making such a transition (Ozbilgin, 2015). The compensation for the older generation has been different from the generation Z entering the labour market. Companies are also risking losing experienced staffs that are at old age due to the government directives banning more senior employees from attending workplaces and other crowded areas. Technological Advancement With the improvement in technology, Human Resource Managers have to automate operations. At times the company lacks the requisite skills to run automation machines pandemic (Ozbilgin, 2015). Also, the older generation is resisting the new technology, thus creating management turbulence in organizations. A management system such as payroll may be procured, but it breaks or results in errors that cost the human resource department many unnecessary costs. 4.6 Meeting Employee Demands For instance, following the strike of the pandemic, employees have had various concerns. Some need paid leave other demand to work from home; such varying needs subjects the HR department in turbulence. Also, every employee needs a competitive career development plan.

Cultural Barriers

Cultural barriers are challenges to cross-cultural communication within an organization. When people from different cultures who might speak different languages, have different beliefs or use different gestures and symbols to communicate, their cultural differences might become barriers to workplace success. This happens because of lack of cultural awareness, knowledge, and communication.

How SHRM can overcome the problem Cultural Barriers

Culture plays a vital role in an organization's success. Therefore, HR leaders and other members of the HR team should foster a high-performance organizational culture. HR leaders are responsible for ensuring that culture management is a core focus for their organization's competitive efforts. For HR leaders to influence culture, they need to work with senior management to identify what the organizational culture should look like. Strategic thinking and planning must extend beyond merely meeting business goals and focus more intently on an organization's most valuable asset its people.

HR has been described as the "caretaker" of organizational culture. In carrying out this essential role, all members of the HR team should help build and manage a strong culture by:

Ensuring clear and polite communication

Clear and polite communication reduces the chances of surprises, crises, and confrontation. Both employers and employees should take diversity and cultural difference into account while drafting communication material. This can include:

1. Using simple words
2. Using visual methods to communicate results
3. Avoiding slang words and phrases

For instance, the issue of disclosing patient health information to the public, especially Covid-19 tests, which the government has made compulsory. HR should clearly explain to the employee why it is important to abide to such a rule and make the employee understand Covid-19 is a pandemic and a threat to human life, of which we all must join to fight it and anyone can be infected by the virus. The HR should explain the importance of disclosing the information since it will helpful to the government in controlling and fighting the pandemic. It is the responsibility of the HR to ensure all the staff understand and take the issue positively.

Share knowledge

Diversity recruiting ability to produce creative outcomes has limits within the ability of workforce to share cultural knowledge. Tomas Chamorro-Premuzic of Harvard Business Review writes, " Studies mapping the social networks of organizations have found higher levels of creativity in groups that are more interconnected, particularly when creative and intrapreneurial individuals are a central node in those networks."

The evidence shows that knowledge sharing and collective contribution produce creative outcomes. Knowledge from different cultural backgrounds and experiences stimulates cultural inclusion and results in innovation. Thus, it is beneficial for both individuals and organizations to make knowledge sharing an important part of their culture.

For example, in the case of Convid the HR should educate the elder employees why they are very vulnerable to Convid than the young by educating them they will understand and appreciate the HR decision since they will be knowledgeable of the HR decision.

Employ diversity training

Another way to overcome cultural barriers is to ensure there is an inclusion of people of different cultural backgrounds in the workplace. Diversity training can potentially foster inclusive work culture, encourage teamwork and leadership, create new opportunities, and thereby create a positive work culture. This training will help employees understand and embrace the cultural differences of their coworkers, and coworkers to embrace each other.

Work towards accommodating cultural difference

According to Equality Challenge Unit, implicit or unconscious bias happens by our brains making incredibly quick judgements and assessments of people and situations without us realizing. And the only way to accommodate cultural difference is to recognize unconscious bias. An individual can accommodate cultural difference by being sensitive towards different cultures and an organization can accommodate cultural difference by understanding, for example, different religious customs or encouraging cultural celebrations.

Learn about different cultures

Asking polite questions about each other's cultures and expressing willingness to learn about different cultural backgrounds can foster workplace relationships. It is important to create a culture of inquiry where asking questions is encouraged. Being patient and understanding towards beliefs and norms of different cultures, speaking against discrimination at the workplace, and continuously learning about changing cultures are all an effective way to make workplaces more inclusive.

Enabling two way communication and feedback channels

Leaders who understand the importance of effective two way communication and how you can't lead without communicating well engage employees with various communication channels that help them connect the dots between individual efforts and organizational goals. But just as important as any leadership message is having systems in place to gather employee input and demonstrate its importance to the organization. By establishing channels to encourage and funnel feedback from employees to leaders, you create a critical structure to support employee engagement.