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