HRM IN DIFFERENT COUNTRIES

By Team No:10 Neha Upadhyaya Hemavathy Hamasa Haritha

CONTENTS
HRM in EUROPE HRM in UK HRM in CHINA HRM in JAPAN Conclusion

HRM

EUROPE

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

Contd
Proportion of employed population in industry (2010): 25.4% Proportion of employed population in service sector (2010): 69.5% Employment rate secondary education age 25-64 (2010): 45.1% Employment rate tertiary education age 25-64 (2010): 82.3% Unemployment rate (August 2011) 9.5%

Average hours worked per week Full-time (2010): 40.4 hours

Average hours worked per week Part-time (2010): 20.2 hours

HR In Perspective
Austria Benelux countries (Belgium, Luxembourg, Netherlands) Denmark Finland France Germany Ireland Italy Portugal Spain Sweden

HR Policies & Strategies

Cost saving Operational flexibility Human Capital Performance Effectiveness

CHINA

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 policy and economics analysts.

HR Practices
In china, Human Resources in the industrial sector were classified into two groups: Cadres Workers- lower level employees.

Changes in Traditional HR practices The responsibility for labor allocation has shifted from a centralized planning authority to forecasting and pl anning departments within enterprises
A contract labor system has replaced traditional lif etime employment Productions and reward systems moved from emphasizing equality to rewarding efficiency and performance.

Major HR practices in China

Recruitment & Selection
Training & Retention Motivation & Reward System Work culture Expatriate management

JAPAN

HRM in JAPAN
Countrys Overview
Japan has the world's third-largest economy It is a major aid donor and a source of global capital and credit. More than three quarters of the population. Japan remains a traditional society with strong social and employment hierarchies.

HRM PRACTICES
The 4 Pillars of HRM JAPAN Vs WESTERN Recent Changes

The 4 Pillars of HRM

Long term employment Seniority based promotion & compensation Company driven employee training programs

Trade/Labor unions

JAPAN Vs WESTERN
HR practices japan west

Nature of employment

Long term employment paternal approach Strong long term talent pipeline Pay for age/experience Seniority based Company responsibility generalist focus Cooperative passive

Employment at will Individual responsibility Short term to mid term talent pipeline Pay for performance Value based Personal responsibility Specialist focus Confrontational aggressive

compensation

training

Union relationship

RECENT CHANGES
Changes in long term employment practices Changes in the employment assessment and compensation Diversification of employment portfolio Changes in the industrial structure and needs Changes in employment patterns Union membership, formation of union for foreign workers &part time workers