国外商学院人力资源DivisionofLabour.ppt

International Labour Markets Lecture Dr Andrew Jenkins Programme 1. Introduction 2. Framework and Key Concepts 3. UK Labour Market 4. German Labour Market 5. Conclusions/Questions and Answers Introduction “Within Europe there are very different attitudes towards leisure and work, reflecting different value systems, different legal requirements for holidays, different work systems and different levels of economic development” (Jones and Pizam, 1993) Introduction It is important for international companies to have an understanding of the variations between the HRD practices encountered in different countries. Such an understanding is essential if they are to tune central corporate policy in terms of HRD and staff flow to the nationally rooted practices of their local branches Introduction “Some of the most important changes affecting human resource management stem from shifts in the economy, from a manufacturing-oriented economy to a service-oriented economy and shifts in demographics of the labour force” (Jiang and Susskind, 1997) Framework and Key Concepts The expertise and skills of the workforce are a prerequisite for the firm’s ability to adapt to its environment. The Labour Market will be affected by the Demand for Labour and the Supply of Labour Framework and Key Concepts An important aspect of HRM is “staffing”. In a narrow sense, the term refers to measures, instruments and facilities used to attract the most suitable workers for all positions. In a wider sense, staffing refers to personnel and career development as well as recruitment and selection. Framework and Key Concepts Bolweg (1989) uses the term “staff flow policy” to describe the flow of personnel in, through and out of the organisation. An acceptable flow policy is aimed at realising the company’s strategic goals, contributing to the company’s success. The line management will be responsible for the implementation of this policy and the instruments and activities will be coherent and complem