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18 Cards in this Set

  • Front
  • Back
What do nations differ in HRM?
Resource pool
All the human and physical resources available in a country

The cost and amount of capital available to firms for operations and expansion

The type, quality, and costs of supporting institutions such as the systems of communication, education, and transportation
Resource pool
What are the key factors that influence the resource pool?
-The quality, quantity, and accessibility of raw material

-The quantity, quality, and cost of personnel available

-The scientific, technical, and market-related knowledge available to firms
National resources that occur naturally
- E.g., abundant water supply
Natural factor conditions
National resources created by a nation
- E.g., superior educational system
Induced-factor conditions
What are the characteristics of the National Context that affect HRM?
-Education and training of the labor pool

-Laws and cultural expectations for selection practices

-Types of jobs favored by applicants

-Laws and cultural expectations regarding fair wages and promotion criteria

-Laws and traditions regarding labor practices
What are some recruitment strategies?
-Walk-ins or unsolicited applications

-Newspaper or Internet advertisement

-Company Web site job posting

-Internal job postings

-Public and private personnel agencies

-Placement services of educational institutions

-Current employee recommendations
What is the selection like in Collectivist cultures?
-Based on the in-group

-Preference for family

-Value potential trustworthiness, reliability, and loyalty over performance-related background

-High school and university ties substitute for family membership
What is selection like around the world?
-A person’s ability to perform technical aspects of the job

-Personal interviews are the best screening tool to gauge a candidate’s social skills
-Combination of in-house apprenticeship training with part-time vocational-school training, and leads to a skilled certificate

-Stems from collaboration among employers, unions, and the state

-Costs shared between companies and state

-Employers have obligation to release employees for training
Dual system used in Germany
Regarding management development in the United States, the appraisals of managerial readiness are based on:
-Assessment centers

-Mentoring

-"Fast track" careers
Management development in Japan is based on:
-Permanent employment (or longer-term employment)

-Recruitment directly from universities

-Join the company as a group

-Selected on personal qualities that fit the corporate culture

-Similar pay and promotion for first ten years—age seniority

-Informal recognition of those high performing managers
Represents all people in one organization, regardless of occupation or location
Enterprise union
Represents people from one occupational group, such as plumbers
Craft union
Represents all people in a particular industry, regardless of occupational type
Industrial union
Represents one occupational group in one company
Local union
Represents all types of workers based on some particular ideology or religious orientation
Ideological union
Represents particular occupational group, similar to craft union
White collar or professional union