global hrm practices in USA

2. G.HRM PRESENTATION

3. GROUP MEMBERS
•Zainab waheed
•Nawail sohail
•Ayesha munir
•Wheeda sadaf

4. COUNTRY
U.S.A

5. Presentation topic

7. 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

9. 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

10. Part one
National culture

11. cont
• Highly individualistic
• Small power distance
• Masculine
• Low context
• Open, friendly
• Ethnocentric

12. cont
• Future Oriented
• Readiness to change
• Can do attitude
• Religion
• Language
• Education
• Food

13. Cont...
• Popular culture
• Technology
• Tobacco
• Sports
• Work and job
• Suburban living patterns

14. Part two
HRM and other employee related
values and practices

15. 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”.

16. Cont...
• Employee relations:
Anti-trade unionism
Prefer HRM policies and practices.

17. Recruitment system
4.3
3
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Type of recruitment system in OECD
countries
Type of recruitment system in US
position
career

18. 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.

19. 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.

20. Part three
HRM in us ( graphical comparison)

21. Cont...
training systems
used in different
countries

22. 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.

23. Cont
EVALUATION/COMPENSTATION:

24. 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

25. Presence of a personnel/HRM strategy

26. The involvement of HR in the
development of business strategy

27. The responsibility for pay and benefits

28. The responsibility for recruitment and
selection

29. Last part
Snap short

30. 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

31. Thank you

32. Any question