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Comparative Literature Review of Human Resource Management Practices in Training and Employee Relations

Assignment Brief

TASK DESCRIPTION

The assignment is a 2000-word literature review from which you should demonstrate your understanding of the current existing research on how national culture or/and institutional context/theory influence human resource management across the non-Anglo-Saxon country, Germany and the Anglo-Saxon country, US. Using the academic and practical resources available to you, you conduct the comparison of HRM practices in the following two topic areas:

  1. TRAINING
  2. EMPLOYEE RELATIONS

Your literature review will deal with the following issues (as appropriate depending on the countries chosen):

  • the HR context of the countries concerned (including national institutions, culture and national labor market);
  • the consequences for HRM in

1) training

     AND

2) employment relations;

Students must identify the key features of the chosen countries and critically evaluate their significance for HR in the international context. Students must make reference to the appropriate academic literature, mainly referring to published journal articles (2014-2020) instead of textbooks.

Your essay should

  • identify key theoretical concepts and relevant mechanisms,
  • describe the relevant context in the Anglo Saxon country, US and  the Non- Anglo Saxon country, Germany
  • apply the theoretical context to both countries and
  • critically discuss similarities and/or differences how training/ recruitment/ unions affect the outcome in both countries.

The structure  should be like this

Abstract (excluding from the word count)

  • Table of Contents
  • Introduction
  • Context (or Theory)  -> Institutional theory (VoC, variety of capitalism approach, definition of institutions ) and cultural theory ( dimensions Hofstede)
  • Theory (or Context)
  • Comparison of training (e.g. learning style, VET, apprenticeship)  and employee relations ( e.g. trade unions+ collective bargaining)  method in two countries  ( Germany and US)
  • Conclusions
  • Reference list

Advice

  • You are free to start with the theory or the context, but you should explain the empirical findings (context information) using theoretical arguments
  • You can explain one theory in detail or discuss several theories
  • You should cite academic articles, at least 10!
  • Approaches to explain country differences:
  • Institutional
  • Cultural ( you are free to use cultural theories but you do not have to. Do not use only cultural theories)

Assessment criteria and weightings

This is an individual assignment. Assessment criteria and relative weighting are as follows:

  • Subject knowledge and Theory application (50%)
  • Explaining the key theoretical arguments and describing the relevant national environment.
  • Evidence of detailed understanding of the relevant mechanisms in the theory
  • Evidence of further reading of literature and relevant national environment, with reference to key debates and latest developments
  • Critical analysis & reflection (30%)
  • Critical assessment of how HR policies respond in two different national business environments.
  • Comprehension of problems and identification of actions.
  • Academic style & presentation (20%)
  • Ability to present the argument in a logical, coherent and succinct manner with appropriate use of academic and professional vocabulary.
  • Reference to the appropriate academic literature, mainly referring to published journal articles instead of textbooks.
  • Clear structure and presentation of ideas (incl. labelling, figures, tables & titles).
  • Proper use of BU referencing Harvard Style.

Example Answer

A Comparative Literature Review of Human Resource Management Practices in Training and Employee Relations: Germany and the United States

Introduction

The interplay between national culture, institutional contexts, and human resource management (HRM) practices significantly shapes organisational behaviours and employee experiences across different countries. This literature review aims to explore the distinct HRM practices in training and employee relations in Germany, a non-Anglo-Saxon country, and the United States, an Anglo-Saxon country. Understanding these differences is crucial for multinational organisations operating across borders, as it aids in developing tailored HR strategies that align with local cultural norms and institutional frameworks. This review will first examine the HR context in both countries, followed by an analysis of training practices and employee relations, culminating in a comparison of the two systems.

HR Context of Germany and the United States

National Institutions

In Germany, the national institutional framework is characterised by strong employee representation through trade unions and works councils, which play a critical role in the collective bargaining process. The dual education system integrates academic education with vocational training, emphasising hands-on experience in the workplace (Deissinger & Desjardins, 2015). This system is underpinned by a collaborative approach between employers, educational institutions, and government, fostering a skilled workforce aligned with market needs.

In contrast, the United States exhibits a more fragmented institutional landscape regarding employee representation. Trade unions exist but are often less influential due to the predominance of "at-will" employment, which allows employers to terminate employees without cause (Katz, 2015). The US lacks a formalised vocational training system akin to Germany’s dual system, leading to a reliance on employer-driven training initiatives that vary widely across industries (Baker et al., 2019).

Cultural Influences

Cultural factors significantly influence HRM practices in both countries. Germany`s cultural framework is characterised by collectivism, long-term employment, and a preference for consensus decision-making (Hofstede Insights, 2020). These values promote collaborative work environments and encourage employee involvement in organisational processes.

Conversely, the US culture leans towards individualism, competition, and a focus on meritocracy, fostering a more dynamic and flexible work environment (Hofstede Insights, 2020). This individualistic ethos often prioritises personal achievement over collective outcomes, impacting employee relations and training practices.

Continued...

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