G.HRM PRESENTATION
GROUP MEMBERS
•Zainab waheed•Nawail sohail•Ayesha munir•Wheeda sadaf
COUNTRY
U.S.A
Presentation topic
Flow of presentation Part 1: Major American national culture Part 2: HRM and other employee related values and practices Part 3: HRM in us ( graphical comparison) Part 4: Snap short
AMERICA (brief introduction)
• The United States of America (USA), commonly referred to as the United States (US), America or simply the States.
• 50 states• Fourth largest country by area• third largest country by population• population of 317.8 million
Part one
National culture
cont
• Highly individualistic• Small power distance• Masculine• Low context• Open, friendly• Ethnocentric
cont
• Future Oriented• Readiness to change• Can do attitude• Religion• Language• Education• Food
Cont...
• Popular culture• Technology• Tobacco• Sports• Work and job• Suburban living patterns
Part twoHRM and other employee related values and practices
Basic HRM practices in US• Recruitment system: neither strongly career based nor position
based. Selection method and selection criteria in US is: extensive interviews. prefer experience. • Training and development: given according to needs of employees and requirement of specific
post. Training expenditure allocated per employee is $724. On average, employees undertake 1-3days of training per year. ASTD ASTD MOTTO: “ through exceptional learning and performance
of individual and give compensation and promotion according to performance”.
Cont...
• Employee relations: Anti-trade unionismPrefer HRM policies and practices.
Recruitment system
Type of recruitment system in OECD countries
Type of recruitment system in US0
0.51
1.52
2.53
3.54
4.55
4.3
3
position
career
cont……..
• Compensation and promotion: Reward system is performance oriented. Status is based on how well people perform their functions Qualifications are the key determinant of promotions. No formal restrictions to promotion between hierarchal grades. Balance sheet approach (compensation practice). This approach
provides incentives such as mobility premium, allowances etc. the drawback of this approach is that it is costly to initiate.
Other HR and employee related practices
• Prefer participative leadership style.• Live more easily with uncertainty ( US score 46 on uncertainty
avoidance).• Value punctuality and believe “Time is money”.• Emphasis on innovation and entrepreneurship.
• Educated and well trained professionals.• “Go for it” attitude.• Dislike trade unions.• Persistence.• Result oriented.
Part three
HRM in us ( graphical comparison)
Cont...
training systems used in different countries
Type Example Countries Features and Sources of Institutional Pressures Cooperative Austria, Germany,
Switzerland, and some Latin American Countries
Legal and historical precedents for cooperation among companies, unions, and the government.
Company-Based Voluntarism/high labor mobility
USA and the UK Lack of institutional pressures to provide training. Companies provide training based on own cost-benefits.
Voluntarism/low labor mobility
Japan Low labor turnover encourages investment in training without institutional pressure
State-Driven Incentive Provider Hong Kong, Korea,
Singapore, Taiwan, China Government identifies needs for skills and uses incentives to encourage companies to train in chosen areas.
Supplier Developing countries in Asia and Africa, transition economies
No institutional pressures for companies to train. Government provides formal training organizations.
Cont
EVALUATION/COMPENSTATION:
Country
Average Cost of
Labor Per Hour in U.S.
Average Hours
Worked Per Week
USA 19.20 38 Korea 6.71 47 Sri Lanka 0.47 43 Denmark 22.96 32 Germany 26.18 33 Greece 8.91 36 Japan 20.89 36
Presence of a personnel/HRM strategy
The involvement of HR in the development of business strategy
The responsibility for pay and benefits
The responsibility for recruitment and selection
Last partSnap short
Snap short
• Reward system is performance oriented• Business culture is anti-trade union• Dislike rules and regulations• Use of MBO is common• Ethnocentric policies• Host country legal requirement implemented• Long term commitment
Thank you
Any question