Contrast and Compare Approaches to Hrm Within Two Diverse Countries?

2231 Words Apr 10th, 2010 9 Pages
Contrast and compare approaches to HRM within two diverse countries? Introduction Human resource management (HRM) means the activities of management in the employment relationship (Boxall and Purcell, 2003). The use of strategic HRM in an organisation helps function with its various activities like training n development, motivation, recruitment, employee selection, leadership, communication and reach their milestones. HRM strategy helps an organisation to focus on its micro-strategic issues. It also helps to provide a robust and link between its various activities conducted in a HRM department (Beardwell, 2004). This essay will cover the importance of understanding HR practices of two diverse countries. The study of comparative HRM …show more content…
These models are primarily within normative, or prescriptive, models of human resource management. Soft HRM is associated with the human relations movement, the utilization of individual talents (McGregor, 1960). Soft HRM is also associated with the goals of flexibility and adaptability and implies that communication plays a central role in management (Storey and Sisson 1993). Hard HRM, on the other hand, stresses on the importance of 'strategic fit', where human resource policies and practices are closely linked to the strategic objectives of the organization (external fit), and are coherent among themselves (internal fit) ( Baird and Meshoulam,1988). In UK, firms generally rely on numerical forms of flexibility than qualitative form. Both of these are supported by soft HRM models and theories of flexible specialisation. Hence UK employment system has failed to adopt best practice of HRM models. Almond, 2001 says in times of short term pressure if there is a lack of institutional lock-in to soft HRM firms resort to management unilateralism. However in Russia employees are treated as human capital and are used to generate revenues for the organization. In Russia predominantly hard HRM model approach exists. The employee is like commodity which is found worthy if there is a short supply or plays a central role in company’s goals. The implementation of the hard
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