Several nations have different ways of addressing HRM practices. These differences emanate from the national context. National culture has a significant influence on the ways managers carry out their duties. Social institutions also play a crucial role in determining the ways managers make decisions on matters concerning the strategies to be implemented by the human resource department. Countries all over the world vary on the issues of social institutions. However, all these nations must meet the national context on the IHRM practices. Multinationals have an obligation to abide with the national context.
There are numerous features associated with the national context that affect IHRM practices. These features include education and training of human resource personnel.
Managers in the U.S. use newspapers to look for potential employees. They believe that usage of newspapers in recruitment is the best method. The managers discourage the usage of referrals as this can introduce biasness and corruption in employment. These managers fear the usage of personal contacts because it leads to unfair treatment. The U.S culture favours the usage of public advertisements in recruiting employees.
Employers in the U.S. use job qualifications, in their selection process. Skills have to match with what is required in the job advertised. According to Mendenhall & Oddou, (2000), nepotism is discouraged all over the country because it leads to unfair treatment. Managers are not required to control or supervise their relatives. Without the required skills, applicants cannot be employed in the U.S.
Training and Development
Many companies in the U.S. have invested their resources in the training and development. Employers have discovered that computer skills are essential in the current business environment. The service sector in the U.S. depends on training and development. Educational training is supremely essential for business expansion.
Performance appraisal is rational in the U.S. It is also logical and legal, which means that it follows all the rules and regulations of the land. This performance appraisal combines several key elements. These include performance standards, measures, feedback and human resource decision.
There are two principal factors that influence compensation in the U.S. External factors include local and national wage rate, legal environment and collective bargaining in the country. Internal factors include the ability of the job to pay and the significance of the job to the institution. These factors play a vital role in determining the proficient way to compensate employees.