Human resources management

International human resources management

Comparative report.

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Plan:

1. Introduction…………………………………………………….3

1. National context literature reviews……………………………………4

1. Cultural context……………………………………………….6
2. Labor market, demographics and employment data………….11

1. Role of managers and HR policy……………………………………13
2. Role of state……………………………………………………………13

1. Conclusion……………………………………………………….14
2. References…………………………………………………………15

1. Introduction:

In this report, and with regard to their employment systems and HR strategies, policies and practices, I will compare and contrast two different countries from their contexts according to the hosted 6-D of culture, moreover demonstrate the labor market demographically from the employment data collected, furthermore, how managers contribute with HR policies regarding their employees, and workers, and under the government.

1. National context literature reviews

Nation culture:

The concept of culture brings us to that of national culture. The latter is a junction between the conception of culture and that of the more legal nation-state. In fact, d'Iribarne (1998) defines management as the government of men and thus states that he is interested in political cultures in the broad sense, namely those that examine art and the way of governing (1998, p.261).: In his opinion, this is the culture of the nation-state that is at stake (Löning, 2000). The idea of ​​a nation assumes a historical construction and therefore a past. It is also exposed in the present, by the will clearly be displayed by the inhabitants to continue their life in common, following the rules required by society (common language, positive law, religious practice, customs of the country ....).

Hofstede (1983, 75-76) points out that the concept of national culture is very important because the citizens of each country play differently from each other because of:

• specific political entities;

• the value is given to the principle of citizenship;

• experiences in this country.

In addition, it seems appropriate to focus on societies, or nations, which are the most comprehensive groups we can identify. Bollinger and Hofstede (1987, 28) write: "A society is a distinct social system by the highest level of self-sufficiency in relation to its environment". Löning (1994), in his review of the literature, emphasizes that the concept of society, and consequently of societal culture, is on the contrary much broader. Often wrongly incorporated into culture, society is in fact, according to the civil code: "a contract by which two or more people agree to put something in common in order to share the benefit that may result" (p. 188).

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"Symbols are words, attitudes, images or objects with special meaning that only those who share the same culture can recognize" (Hofstede, 2010).

"Heroes are people, living or dead, real or imagined, some of whose characteristics are extremely popular in a culture" (Hofstede, 2010).

"Rituals are collective activities that, while they have no technical utility to achieve the desired goal, are nonetheless socially indispensable" (Hofstede, 2010).

"Values ​​are at the heart of a culture. A value is an affirmed tendency to prefer a certain state of affairs "(Hofstede, 2010).

By analyzing the various factors of the observations acquired, Hofstede has identified four dimensions in which the value systems of the countries could be classified; these dimensions have been called "the dimensions of national cultures" which show some significant relationships with geographical, economic, demographic and political. They are the hierarchical distance (high/low), the control uncertainty (weak/strong), individualism (versus collectivism) and masculinity (versus femininity). Subsequently, a fifth dimension was added by Hofstede after incorporating some Asia Pacific countries into his research. The latter was Confucian dynamism, which had two poles: long-term and short-term orientation. As Hofstede (1980, 1994, 2010) mentions, each of the dimensions brings together a large number of phenomena that, in a society, seem empirically linked, even if it appears that there is a logical need for it to be so. Let's look in more detail at each of these dimensions.

1. Cultural context:

In the cultural context, I will compare and contrast the employment system and HR strategies of Japan and France. And before that, I will give a short introduction of Hofstede 6 dimension of culture, and how each dimension characterizes.

The First dimension is power distance:

Hofstede's (2010) power distance is defined as "the degree of expectation and acceptance of an unequal distribution of power by the individuals with the least power within the institutions and organizations of a country". Institutions form the foundations of society, such as family, school and community; the organizations are the different workplaces. Indeed, in an environment where the hierarchical distance is strong, superior and where the subordinates consider themselves unequal. The system is based on existential inequality. Individuals in cultures at a high hierarchical distance are more accustomed to centralized and paternalistic forms of authority, while those from low-level cultures prefer leaders who are delegated and empowered. subordinates; the latter are thus more comfortable when power is shared fairly (Eylon and Au, 1999, p.376).

Second is Individualism:

Hofstede defines this dimension as follows: "Individualism refers to societies in which the links between individuals are cowardly, in which every individual is supposed to look after himself and his immediate family. On the contrary, collectivism refers to societies in which each individual is, from birth, integrated into a strong and cohesive in group which, throughout the life of the individual, protects him in exchange for unfailing loyalty (Hofstede, 2010, P.116).

Masculinity vs femininity:

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