Аннотация
This study investigates the implementation of inter-country variability (ICV) in shaping human resource management (HRM) practices, specifically focusing on soft skills development within a legal entity in Almaty, Kazakhstan. Based on a thorough literature review, the research highlights the practical use of these inter-country differences and the importance of customized approaches in developing economies. The study involved a two-month case-study analysis with 30 participants. The Bochum Inventory of Personality and Competences (BIP) questionnaire and ICV-specific training techniques, including role-playing, case studies, presentations, and Design Jams, were used. The results showed significant improvement in participants’ soft skills, particularly in social competencies, indicating the effectiveness of the ICV-based program. The study tested and confirmed two hypotheses: that ICV may influence organization-specific incentives for soft skills development and that incorporating ICV-based differences enhances the acceptance of foreign HRM practices. The study’s methodology was validated using Cronbach’s Alpha and statistical t-tests (p<0.05). Participants expressed a strong willingness to continue their involvement, suggesting the potential for ongoing positive impact. This research not only contributes to the understanding of HRM practices but also provides a valuable methodology for future works on utilizing ICV in foreign HRM implementation in diverse organizational settings.