Here is the synopsis of our sample research paper on HRM Practices in Europe and Asia: the Case of The UK and Japan. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 16 page paper looks at two different HR systems, those seen in the UK and Japan, comparing and contrasting their similarities and differences. The paper considers how these two countries HR systems and their development reflect national cultural differences, discusses some of the functional differences and considers the way that they are changing with increasing levels of convergence. The bibliography cites 20 sources.
Page Count:
16 pages (~225 words per page)
File: TS14_TEUKjapan.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
influences, one of these are the divergent HR practices, which are reflective of local practices and culture as well as the way that the employment relationship has developed. Looking at
the differences between European and Asia, using the UK and Japan as examples. However, differences can be national as well as regional. Looking at the differences it can be argued
that as globalisation takes place and hybrid cultures develop as a result of exposure the differences are becoming less, especially with the expansion of multinational companies and information flow regarding
different HRM issues. There is little doubt that there are differences between many UK and Japanese firms, from the employment relationship to the way relations with management are unions
are managed. The differences can be assessed and considered in terms of the way that national cultures and historical business environment developments have impacted and how this manifests in functional
areas of HRM (Trice, and Beyer, 1993). The K has had a number of influences. However, the foundations of many of todays practices can be seen as emanating from
the past and the legislative system. The UK may pride itself on having comprehensive equality laws and measure to ensure there is equality. However the employment relationship and foundation of
HRM may be argued as going back to the days prior to the Industrial Revolution where there was the concept of master and servant. This concept, which has been left
behind in social terms, is still enshrined in employment law (Lockton, 2003). HR law still has elements of this relationship with assumptions and doctrines that assume an employee owes
loyalty and has a duty to the employer (Lockton, 2003). There are many different HRM models seen in the UK, but there ahs been a model where the employment relationship
...