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Recruitment and Selection: Comparative Management (Recruitment and Selection Process) between American-style and Japanese-style SECTION 1 INTRODUCTION One of the
and labor relations, training and development, employee recognition programs, key jobs, and last recruitment and selection practices. In this paper, the group will
the cultural differences significantly affect many aspects of human resource management, such as recruitment and selection, performance appraisal and compensation,
Change on Organisation Design 6 Implications of Technological Change on Recruitment and Selection 6 Implications of Technological Change on Training and Education
Work systems, organizational structures, performance appraisal measurements, recruitment and selection practices and career development opportunities all have impact
Submitted by jlyn101 on July 19, 2008
Category: Business
Words: 3462 | Pages: 14
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SECTION 1
INTRODUCTION
One of the quotes that Lovelock and Wirtz (2007) had compiled in the latest edition of Services Marketing: People, Technology and Strategy is regarding people as assets by Jim Collins. He said:
The old adage, “People are your most important asset,” is wrong. The right people are your most important asset.
Although Lovelock and Wirtz’s Services Marketing refer ‘people’ (one of the 7Ps) as those in front-line positions, this quote can also be pointed out to any individual in the organisation. In other word, ‘people’ can also refer to employees of an organisation, and based on Collins’s quote, having the right people is most crucial. This requires a hiring process that is not only effective, but beneficial to the organisation.
With that said, many organisations have different hiring processes, still, it can be generalised based on the organisations’ countries of origins. Among the popular ones are management practices from two of the world’s largest economies by nominal GDP: the United States of America (hereinafter the US) and Japan (Wikipedia, 2007). Both these countries are often being compared in many aspects, especially in business, because multinational companies such as General Motors and Microsoft from the US, and Toyota and Sony from Japan have been successful through their contrasting styles of management, as they originate from different corners of the world – the US in the west and Japan in the East.
Thus, the purpose of this study is to form a comparative human resource management system, particularly the recruitment and selection process, between American-style and Japanese-style management. The research begins with the identification of the research question and the importance of performing this study. This is followed by the presentation of previous related studies of the...
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