Comparison of German and United States human resources practices

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.

Literature Review

Employees have always been a very important source of competitive advantage for organizations. (Barney, 1991; Pfeffer 1994) it is therefore important for companies to establish the best human resource practices to better use its employees. This particular trend has boosted interest in the impact of HRM to a firm's performance. Studies have concluded positive relationship between different measures of a firms performance and high performance practices at work.(Huselid 1995) in addition, there has always been strong support for organizations which align their practices of HRM with their business strategies; this has always achieved superior results.(Becker & Gerhrt, 1996; Dyer & Reeves, 1995; Becker & Huselid, 1998; and Guest, 1997)

Sonja and Phillips, 2004 concludes in their research that, managers in our present multi-cultural world business community encounter cultural variations more frequently, thus greatly influence management practices in companies. Different countries have different cultures and various cultural systems of different countries can be found along the set of cultural value dimensions developed by Hofstede. Dominant value system of people have undergone crystallization in the institutions that these people worked to build: education and family structures, associations, religious groups, work organization, literature, law, buildings and settlement pattern. All these are based on the common belief that has been derived from other common cultures. (Hofstede, 1983).

Fischer (2007) discusses employers rule during recruitment as specification of the job as well as the jobs description which are always employed in Germany. In most cases, selection is normally based on social and professional competence, individual personality and leadership competence in managerial positions. Key positions normally undergo additional scrutiny in assessment even when time is of the essence.

Comparison between the American and German HR policies

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.