TRANSFER OF HRM PRACTICES AROUND THE WORLD Chris Brewster

1
TRANSFER OF HRM PRACTICES AROUND THE WORLD Chris
Brewster

• Athens University of Economics and
  BusinessOctober 17, 2002

2
Outline

• HRM in EuropeEurope and the USA?
• HRM in Europe
• Current trends

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Cranet - E

• 23 (?) countries (35)
• partner in each
• repeating survey of HRM policies and practices
  (latest1999/2000)
• extensive publications conferences meetings
  presentations other research

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Country abbreviations (European)

• A Austria
• B Belgium
• BG Bulgaria
• CH Switzerland
• CY Cyprus (NS)
• CZ Czech Republic
• D Germany (all)
• DK Denmark
• E Spain
• F France
• FIN Finland

• GR Greece
• H Hungary
• I Italy
• IRL Ireland
• ISR Israel
• N Norway
• NL Netherlands
• PL Poland
• P Portugal
• S Sweden
• TR Turkey
• UK United Kingdom
• not currently EU members

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Convergence and divergence

• The 3 Propositions
• Convergence (US) market forces Convergence
  (European) institutional
• Divergence we stay different

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HRM in Europe and the USA key differences

• culture
• (social welfare)
• legislation
• (the EU)
• patterns of ownership
• consultation and participation

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Common themes

• What trends can we discern across countries?
• Focus on Europe
• A few (wild?) ideas

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Growth of

• Flexible working

• Competition for labour/ stretched labour markets

• Changing role of the HR Department

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Decline of

• Job descriptions

• PRP

• Industrial relations

• Equity

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1. Flexibility/Work Life Balance

• Growth in flexibility
• spread of flexibility
• effects on careers
• effects on our society

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Flexibility

• Types
• time
• working life
• contract
• place
• task
• financial

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Increase in use of part time working over the
last 3 years (1999/2000)
NL
EU average
S
13
Increase in use of temporary/casual working over
the last 3 years (1999/2000)
NL
EU average
GR
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2. Competition for labour

• Demographics
• Available labour/increased demand
• Variability
• Stretched labour markets

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3. The HR Department

• no change

• Pressures
• more for less
• simplicity
• speed

• Competence/talent base

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The role of the HR department
Strategists
The HR Department
Line Managers
Outsourcing
Information Technology

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Head of the personnel / HR function on the main
board of directors (1999/2000)
F
EU average
P
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Involvement of HR in development of corporate
strategy from the outset (1999/2000)
I
EU average
NL
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Decline of

• Job descriptions

• PRP

• Industrial relations

• Equity

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Proportion of total number of employees in a
trade union (1999/2000)
70
60
50
40

30
26.1
20
12.7
10
0
Australia
Bulgaria
France
Japan
Spain
Sweden
UK
Cranet
Average
0
76-100
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Change in influence of trade unions in
organisation in past 3 years (1999/2000)
30
20
14.6
11.3
10

0
-10
-16.7
-20
-30
-40
-50
Australia
Bulgaria
France
Japan
Spain
Sweden
UK
Cranet
Average
Increased
Decreased
No Influence
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Conclusions

• Are practices being transferred?
• Yes
• and No
• Is there evidence of convergence?
• Yes
• and No
• Can we identify general trends in HRM?
• Yes (cautiously)