hrm in different countries final (1)

7/31/2019 Hrm in Different Countries Final (1)

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HRM IN DIFFERENTCOUNTRIES

By Team No:10

Neha UpadhyayaHemavathy

Hamasa

Haritha


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CONTENTS

HRM in EUROPE

HRM in UK HRM in CHINA

HRM in JAPAN

Conclusion


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HRM

EUROPE


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HRM IN EUROPE

HR Statistics

Member states (current number): 27

Population (2011): 502.5 million

Population aged 15+ (2010): 415.7 million

Working population (2010): 216.4 million

Of which employees (2010): 180 million

Proportion of employees who are women (2010): 47.6%

Self-employed workers (2010): 36.4 million


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Contd

Proportion of employed population in industry (2010): 25.4%

Proportion of employed population in service sector (2010): 69.5%

Employment ratesecondary educationage 25-64 (2010): 45.1%

Employment ratetertiary educationage 25-64 (2010): 82.3%

Unemployment rate (August 2011) 9.5%

Average hours worked per weekFull-time (2010): 40.4 hours

Average hours worked per weekPart-time (2010): 20.2 hours


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HR In PerspectiveAustria

Benelux countries (Belgium, Luxembourg,Netherlands)DenmarkFinland

FranceGermanyIrelandItalyPortugalSpainSweden


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HR Policies & Strategies

Cost saving

Operational flexibility

Human Capital Performance Effectiveness


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CHINA


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HRM in CHINA Country's Overview

China- People's Republic of China (PRC).

Location-East Asia

Capital city-Beijing

Population -1.3 billion people. Language -Mandarin Chinese

China is governed by the Communist Party.

China has been characterized as a potential superpower- academics,military analysts, and public policyand economics analysts.


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In china, Human Resources in the industrial

sector were classified into two groups:

Cadres

Workers- lower level employees.


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Changes in TraditionalHR

practices

The responsibility for labor allocation has shiftedfrom acentralized planning authority to forecasting and planning departments within enterprises

A contract labor system has replaced traditional lifetime employment

Productions and reward systems moved fromemphasizing equality to rewarding efficiency andperformance.

M j


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Major

HR practices in China

Recruitment & Selection

Training & Retention

Motivation & Reward System

Work culture

Expatriate management


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JAPAN


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HRM in JAPAN

Countrys Overview

It is a major aid donor and a source ofglobal capital and credit.

More than three quarters of the population.

Japan remains a traditional society withstrong social and employment hierarchies.


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HRM PRACTICES

The 4 Pillars of HRM

JAPAN Vs WESTERN

Recent Changes


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The 4 Pillars of HRM

Long term employment

Seniority based promotion & compensation

Company driven employee training programs

Trade/Labor unions


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JAPAN Vs WESTERNHR practices japan west

Nature of employment Long term employmentpaternal approachStrong long term talent

pipeline

Employment at willIndividual responsibilityShort term to mid term

talent pipeline

compensation Pay for age/experienceSeniority based

Pay for performanceValue based

training Company responsibilitygeneralist focus

Personal responsibilitySpecialist focus

Union relationship Cooperativepassive

Confrontationalaggressive


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RECENT CHANGES

Changes in long term employment practices

Changes in the employment assessment andcompensation

Diversification of employment portfolio

Changes in the industrial structure and needs

Changes in employment patterns

Union membership, formation of union forforeign workers &part time workers

hrm in different countries final (1)

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