Convergence and Divergence of Human Resource Management Across Countries

Tesis (Bachelor) , 2017 , 27 Páginas , Calificación: 1,3

Economía de las empresas - Administración de empresas, gestión, organización

Although cultural and contextual settings vary across the world, there is of course one level at which HRM is clearly universal: all companies have to manage and hence to utilize Human Resources. A few questions might arise when exploring the convergence-divergence issue in HRM.

How to define HRM and which particular HRM areas and practices should be analyzed for making hypotheses about the absence or presence of convergence? Which time horizon should one apply and how HRM convergence-divergence to be conceptualized? Can we find sufficient evidence for determining whether there are common trends of HRM becoming more similar or contrary more dissimilar over time and across nations? Are US derived HRM practices universally applicable to, for example, the European context? What are the specific HRM areas where researchers can identify developments towards convergence or divergence?

This bachelor thesis addresses the above mentioned questions in order to provide an overview about the most important issues in the convergence-divergence debate. The focus of this study is not to identify a winning side but instead to present some of the main concepts and best-available evidence for each perspective. Thus, this study aims at enhancing the readers understanding about relevant controversial subjects in the convergence-divergence discussion.

Table of Contents

List of Figures

Index of Abbreviations

1 Introduction

2 The Concept of HRM

3 The Convergence - Divergence Debate
3.1 Convergence: Universalist Paradigm
3.2 Divergence: Contextual Paradigm
3.3 Empirical Conceptualization of HRM Convergence-Divergence
3.3.1 Type 1: Final Convergence
3.3.2 Type 2: Directional Convergence
3.3.3 Type 3: Stasis
3.3.4 Type 4: Divergence

4 Contextual Comparison between Europe and the USA
4.1 Less Focus on Individualism
4.2 The Role of State
4.3 The Role of Trade Unions and Consultation
4.4 The Role of Ownership Patterns

5 Anaylsis of HRM Convergence in Europe
5.1 HRM in Europe – One General Model vs. Distinctive National Models
5.2 Evidence of HRM Convergence in Europe
5.3 HRM Convergence-Divergence: A different perspective

6 Discussion

7 Conclusion & Recommendation

8 Bibliography

• Universidad: University of Mannheim
• Calificación: 1,3
• Autor: Paul Schermuly (Autor)
• Año de publicación: 2017
• Páginas: 27
• No. de catálogo: V503659
• ISBN (Ebook): 9783346046567
• ISBN (Libro): 9783346046574
• Idioma: Inglés
• Etiqueta: HRM, Convergence, Divergence, Human Resources, Culture, USA, Europe