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Role of National Institutions on the HRM Practices Essay

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Running Head: THE ROLE OF NATIONAL INSTITUTIONS ON THE HRM PRACTICES
IN DIFFERENT COUNTRIES 1
The Role of National Institutions on the HRM Practices in Different Countries
Introduction
The essay aims at discussing the impacts of the national institutions in different
countries on human resource practices. Relevant theories such as the variation of capitalism
and the national business system have been considered to allow analysis of impacts of these
institutions and their contribution to varying conducts of HR practices in multinational
companies at the context of the country. The two nation institutions considered here in this
essay are the education systems and the employment and labour laws. The theory of
capitalism is summarised. These institutions have been evaluated in the comparison between
different countries, and the impacts they have contributes to HR practices. The HR practices
discussed include the selection and placement, planning and staffing, recruitment of new
employee’s talents, payment setting, promotion, and training. Education system comparison
is made between the Japanese education system by evaluating their differences and
similarities in contribution to the varying practices in multinational companies. The
employment and labour laws have also been compared between Germany and France
(Livingstone, 2018). These laws have affected the wages paid in each country, the working
hours and other rights enjoyed by citizens in each state. Human resource management is
dependent on the national institution of the country they are established since these practices
are highly influenced by the cultures of the institutions depend on to provide with labor and
the laws put in place.
Body: the role of national institutions on the HRM practices in different countries

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THE ROLE OF NATIONAL INSTITUTIONS ON THE HRM PRACTICES IN
DIFFERENT COUNTRIES 2
Varieties of capitalism theory have become the dominant institutional approach in
studying comparative capitalism. This theory in its relational review, firms are actors looking
forward to developing and explore core competencies or dynamic capabilities. In this review,
the emphasis is on the quality of relationship established both internally and externally and
other actors such as suppliers, clients, trade unions, stakeholder’s clients, business
associations and the government (You, 2016). This theory accords firms a central role and
links the production organization of production to the external institutions providing support
at different levels of the political economy. The presence of correct calibrated systems such
as the financial system, inter-firm relations, market labour, and the training systems upgrade
the performance/ comparative institutional advantages (Mitreva & Krivokapić, 2017).
Varieties of capitalism evaluate the perception of diversity, placing large firms at its core
center of analysis, also, it uses the concept of institutional complementation and notions of
system coordinates to build a multi-institutional framework, outlining the coordination
challenges as well as providing dynamic analysis factoring difficulties and problems in
today’s policymaking.
The Japanese education system has a significant impact on the practices of human
resource management regarding the selection of employees and recruitment to perk places. In
their education system training, awareness about the world of work is created early to all
students in the compulsory schooling. This training is implemented by giving students an
opportunity to clean their schools, serve meals and engage in group activities that foster a
commitment to cooperative behavior among the students and later among the employees at
the workplace (Acharya et al, 2017). The curriculum is devoted to industrial art and
homemaking and vocational training start after the compulsory education. These quality
students with developed industrial skill are easily incorporated into the workforce of different

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Running Head: THE ROLE OF NATIONAL INSTITUTIONS ON THE HRM PRACTICES IN DIFFERENT COUNTRIES 1 The Role of National Institutions on the HRM Practices in Different Countries Introduction The essay aims at discussing the impacts of the national institutions in different countries on human resource practices. Relevant theories such as the variation of capitalism and the national business system have been considered to allow analysis of impacts of these institutions and their contribution to varying conducts of HR practices in multinational companies at the context of the country. The two nation institutions considered here in this essay are the education systems and the employment and labour laws. The theory of capitalism is summarised. These institutions have been evaluated in the comparison between different countries, and the impacts they have contributes to HR practices. The HR practices discussed include the selection and placement, planning and staffing, recruitment of new employee’s talents, payment setting, promotion, and training. Education system comparison is made between the Japanese education system by evaluating their differences and similarities in contribution to the varying practices in multinational companies. The employment and labour laws have also been compared between Germany and France (Livingstone, 2018). These laws have affected the wages paid in each country, the working hours and other rights enjoyed by citizens in each state. Human resource managem ...
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