HRM PRACTICES IN INDIA,JAPAN & US

TEAM MEMBERS: PANKAJ PURTY KRUPA ARONIKA SHALINI

WHAT IS HRM?
It is the strategic and coherent approach to the management of an organization's most valued assets. The people working there who individually and collectively contribute to the achievement of the objectives of the business. With the growing importance of human capital as a success factor for todays organizations. The role of HR has become more critical for corporate India as it offers a way to vault into the global league.

HRM CHALLENGES

Up gradation of the skill set through training and development in the face of high attrition. To enhance the employees opportunity to develop skills and abilities for full performance within the position and for career advancement.

HRM IN INDIA
Namaste (pressing of the palms together) is the traditional greeting of Indians.

The Indian flag:

Colors have symbolic representation.

CULTURAL DIMENSIONS IN INDIA

Collectivism: clannish, community Large power distance, position of power Rigid social stratification: caste system High rate of illiteracy Resourcefulness, hard work , ability to cope with adversity. Ambitious and materialistic

EMPLOYEE VALUES AND PRACTICES

Entrepreneurial Manual workers are unskilled and uneducated Differentiated reward systems National and plant based trade unions Preference for paternalistic and authoritarian leadership

MANAGEMENT PERSPECTIVES
Safe, Healthy and Happy Workplace Performance linked Bonuses 360 Degree Performance Management Feedback System Fair Evaluation System for Employees Reward Ceremonies Open house discussions and feedback mechanism

HRM PRACTICES IN INDIAN ORGANISATIONS

Recruitment Compensation Training and Development Performance Appraisal Promotion and Reward Reservation System

HR PRACTICES IN JAPAN

HR PRACTICES IN JAPAN

Japans success in the international market in the past few decades has encouraged many researchers and practitioners to learn about the countrys culture and the ways in which its companies are managed. In many countries managers have also tried to emulate Japanese management policies and practices, with varying degrees of success. Foreign firms attempting to enter the Japanese market must first acquaint themselves with Japans labour laws and human resources practices in order to be successful

Although not required by statute, in Japan, workers generally have lifetime employment with a single company. In Japan, promotions and increases in responsibility are usually based on seniority, rather than solely on merit, and the promotion of a younger employee over more senior co-workers can cause discomfort in the workplace. While Japan does have a national health system, many foreign companies enrol their workers in a private health insurance plan, which are offered by foreign insurance companies.

As a matter of background The Japanese economy is now recovering from a long period of recession and stagnation. It is a huge economy in world terms, second only in power and size to that of the United States. In many ways, Japans economy is superior to that of the United States

LIFETIME EMPLOYMENT

Japan is known for lifetime employment with a single company. While this widespread practice is not required by statute, it is taken into account by the courts in deciding particular employment cases. This practice works both ways: a Japanese employee expects to stay for life with one company or family of companies for 30 or 40 years, and the employer expects that employee to remain for his or her working life.

OUTPLACEMENT

Outplacement is not widely used in Japan, and before downsizing began in the early 1990s, was virtually unknown. Outright firing or separation created bad morale and was not in accord with Japanese custom.

DECISION-NAKING BY CONSENSUS AND JAPANESE CORPORATE PROTOCOL

A Japanese management association recently reported that Japanese managers spend up to 40 percent of their time in conferences and meetings. One major reason is that Japanese companies reach decisions by consensus through involvement and participation at various management levels.