HRM in the German business system: a review
Human resource management in Germany is deeply rooted in its institutional environment. Thus, US style HRM cannot be simply transferred to the German context. Nevertheless, the German business system is not hostile to HRM principles. Rather, these practices have to be adapted to the demands and constrains of the German socio-economic context. The key labour market institutions of collective bargaining, co-determination, and initial vocational training in particular require a pluralist style of human resource management. As our review suggests, these institutions support the implementation of some HRM principles while inhibiting others. Also, the concept of
Strategic HRM in Germany may only be fully understood against the background of labour market institutions.
|Research Areas:||A. > Business School > Leadership, Work and Organisations|
|Depositing User:||Repository team|
|Date Deposited:||09 Mar 2009 09:08|
|Last Modified:||17 Feb 2016 00:10|
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