3. Differences in HRM Practices

• Country-Level Variations:

  • Legal and Regulatory Frameworks (labor laws, employment regulations)
  • Economic Development (labor availability, technology, business environment)
  • Cultural Norms and Values (impact on recruitment, selection, performance appraisal, compensation)
  • Political Systems (labor market regulations, industrial relations)

• Industry-Level Variations:

  • Industry characteristics (technology, competition, regulation)
  • Business strategies (cost leadership, differentiation, innovation)
  • Unionization (impact on employment relations and HRM practices)

• Organizational-Level Variations:

  • Organizational culture
  • Organizational size and structure
  • Ownership and management style

• Examples of HRM Practices that Vary Across Countries:

  • Recruitment and Selection: Use of recruitment agencies, importance of educational qualifications, role of personal connections.
  • Compensation and Benefits: Base pay, bonuses, incentives, benefits packages (health insurance, retirement plans).
  • Performance Appraisal: Methods used, frequency of reviews, role of subjective vs. objective measures.
  • Employee Relations: Role of unions, approaches to employee involvement, mechanisms for resolving labor disputes.