Post on 05-Apr-2018
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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