Human resources practices in Germany and the United States

Human Resource (HR) practices are some of the most important issues to consider before either being employed or before employing an individual. This is because it covers several aspects, legal and otherwise that are also clearly stated in the various HR policies. This paper exclusively presents the very important parameters of HR practices. It does this by examining the various views on HR practices with specific focus on German and United States of America. In the study, the major parameters or rather practices that are investigated include but not limited to compensation, hours of work, breaks, benefits, recruiting practices, testing e.t.c. All of which form the most important practices which heavily influence the way the HR departments carry on with their duties. The research is going to be concentrated in the study of the contrast and similarity of the HR practices in the two countries.

Introduction

Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning the HR policies do perform to functions. They represent the interest of both the employer and the employees.

The HR policies clearly show into great detail what the employees should expect from the firm for which they work. It also contains details of what the firm should expect of them. Both the acceptable and unacceptable conducts are also clearly stated in the HR policies. Should an employee go against the policies, he or she shall be subject to certain conditions as outlined in the policies. The implementation of the HR policies can therefore aid different organizations from all over the world to demonstrate their internal and external strife to satisfy the various requirements that would assist in the spread of diversity, good training as well as proper ethics. The implementation of the HR policies forms one method through which an organization can show its commitment to both the process of regulation of relations together with good corporate governance.

Different societies however have different policies that assist them in obtaining their particular set of objectives in the work environment. This paper points out all of the details that contained in the HR policies of firms in America and Germany with an intention of marking their differences and similarities.

Equal Opportunity and Employment Practices

This policy is put in place in order to ensure that all elements of the human resource management is carried out without any regard or inclination to race, national origin, sexual orientation, sex, political affiliation, color, religion, age, disability or veteran status .While it is true that great ideological and geographical divide exists between the U.S. And Germany, certain key elements are shared in the formulation of their HR policies. Both policies for example allows for Equal Opportunity and Employment Practices. This group of policies is stipulated so as to reduce cases of discrimination in the work place. Both countries do not tolerate any aspect of discrimination which might end up crippling the many organizations across the two nations.

Employee Training and Development

In order to ensure that unparalleled service is delivered by their employees, both the American and German organizations have adopted a much unified HR policy that guides the way the training of their employees. The training programs are a set of instructional experiences that are tailored to assist the employees to become better in terms of their efficiency. The training is geared towards improving the level of service delivery of the professional workers. This is so as to equip them with the necessary knowledge and skill set that would elevate their career advancements opportunities.

Benefits Management

Both Germany and the U.S. have very elaborate benefits management HR policies. These policies are devised in a manner that would enable the employees to be enjoying certain types of paid leaves such as during emergencies or while undergoing medical treatments.

Hours of Work

Both countries have the same prescribed hours of work of 40 hours per week. This policy is intended to give guidelines for various national agencies to schedule very reasonable and yet flexible working periods to their employees. This is with an aim of providing very convenient and consistent hours for the citizens.

Differences

The contrast that exists between the U.S. And the German HR policies are numerous. The initial difference is on Equal Opportunity and Employment Practices. It is noted that in Germany female are discriminated against since their salaries are lower than those of their male counterparts. The Income inequalities are eminent: a woman's wages and salaries are in the range of between 65-78% of men's for most positions. The women also do not hold key positions.

The second difference is that in Germany there is no definite law that guides or stipulate s how much should the minimum wage be. This is as opposed to U.S.A whereby proper guidelines have been placed that dictate the minimum wages that the employees should be awarded. This is with the intention of protecting the interest of the workers.

Conclusion

It is important to ensure that all employees are protected by the enactment of specific policies that to meet their demands. This should be true regardless of their country of origin.