HRM PRACTICES AND STRATEGIES

HRM Practices and Strategies

Do Intercountry Differences Affect HRM Practices and Strategies?

Introduction

Human resource management (HRM) refers to activities that an organization uses its workforce effectively, these activities are: determining the strategy of the company's human resources, recruitment, performance evaluation, management development, compensation and labor relations.

The strategic role of human resource management is complex in itself a national company, but even more in an international company, where the activities of recruitment, management development, performance evaluation and compensation are complicated by the deep differences in labor markets, culture, legal systems and economic systems, among others.

Example of 40 Countries

1Norway

2Australia

3New Zealand

4United States

5Ireland

6Liechtenstein

7Netherlands

8Canada

9Sweden

10Germany

The above list having the name of HR best practice firms. The first step of a strategy of human resources is to compare with business priorities and address gaps between current and desired situation. Through their strategic management, companies see human resources as a means to increase their competitiveness. The composition of the strategy means building long-term plans and comprehensive of the various areas of concern in the organization. For investment opportunities in organization climate and dealing with the risks of existing or potential, as well as the exploitation of resources and capabilities and avoid the weaknesses in the organization. The strategy as a general plan of organization that determines the ways and approaches to achieve the objectives of the organization, and the choices were for the stability of the alternative methods that can reach those goals. For the selection strategy determine how the use of human resources management strategy of its possibilities, and in any manner, at any time until it achieved the highest return possible.

11Japan

12South Korea

13Switzerland

14France

15Israel

16Finland

17Iceland

18Belgium

19Denmark

20Spain

The above listed HR firms are quite successful because of their effective human resource strategies. The strategy of HR is not about making copies of HR best practices which is found on the market. Usually organization effectively implements their HR strategies to facilitate their employees. HR best practice should respect the cultural difference and the different set of the internal values in the organization. It is a main reason for the organization to effectively practice and implement their HR strategies. The proper implementation of the strategies depends on the safety and efficiency of the organization, which was entrusted to do so. As needed to review and reorganization to ensure the efficiency, ease of flow of activities, and processes to achieve the strategy. For the human resources strategy implementation should be linked to the degree of central or decentralized management functions in the human resources strategy itself. Holds the central management of human resources strategy for the implementation and supervision of the commitment of various sectors in the observance of the organization imposed by the strategy? In organizations that follow the pattern of decentralized human resource management strategy and that all the units of the organization responsible for the implementation of its own in the human resources strategy.

21Hong Kong

22Greece

23Italy

24Luxembourg

25Austria

26United Kingdom

27Singapore

28Czech Republic

29Slovenia

30Andorra

The list above provides the names of the firms having strong HR strategies. Building a strategy of human development does not start from ...