The Task

Compare and contrast three elements of HRM (e.g. strategic staffing, recruitment selection, retention, training and development, performance management, compensation and industrial relations) between three countries, also referring to issues relating to culture. 

Clearly overview HRM in each country and state which three elements you are focusing on. Discuss and analyse each element in relation to the three countries, making sure to cover similarities and differences. 

Present a table that summarises your analysis. 

Present this assignment in essay form with at least one comparative table in the body of the essay or as an appendix. 

Clearly state and support your argument. 

This assignment requires you to undertake some desk research and wider reading/analysis. You are not required to interview anyone. However, you do need to access recent (past three years) information from journals, books, and reliable government/private enterprise, university and non-government organisations' (NGOs) sites on the Internet (e.g. not Wikipedia). 

Remember The International Journal of HRM is an excellent source but do not use this solely. 

Start on this assignment as soon as you can. 

What are you aiming for? 

Comparative HRM (CHRM) explores the extent to which HRM differs between different countries – or between different areas within a country or different regions of the world, such as North America, the Pacific Rim states or Europe (Brewster & Larsen 2000). 

We know that countries may have different labour markets and education systems, different employment laws and trade unions, and different cultural expectations. It should be no surprise, therefore, to find that employment systems differ noticeably between countries and that managing human resources has to vary from country to country. 

TYPICAL QUESTIONS ASKED BY COMPARATIVE RESEARCHERS 

• How is HRM structured in individual countries? 
• What strategies are discussed? 
• What is actually put into practice? 
• What are the main differences and similarities between countries ? 
• To what extent are HRM policies influenced by national factors such as culture, government policy, and educational systems?

Introduction

Human resource management can offer the key to the success of any organization. In this present situation of globalization, it is very important for companies to employ the right person in the right place to fetch the best outcome. However, companies that function on a multinational level, often find it hard to create a comparative study between staffing, training and cultural development (Harzing & Pinnington 2010). This problem occurs due to the different rules and regulations set by countries as well as cultural differences in different countries. This essay mainly focuses on human resource management in the USA, UK and Australia. The researcher here is not considering about HRM policy but rather consider staffing, training and cultural developmental issues in the chosen organization. Comparison upon the barrier in HRM elements such as staff training, cultural developing and training process at Australia, UK and the USA have been mentioned herein.

Compare and contrast in staffing, training and cultural development in the USA, UK and Australia.

It is very difficult as well as not necessary to summarize the key functions of human resource management. Most of the successful companies built separate training and staffing issues and created a unique strategy to collect the best talent available in the market. People who are in charge of staff training must have a bulk of responsibility on their shoulder. Lengnick-Hall et al. (2011) commented that some organizations provide training and development program for their employees to give them a better understanding of their job as well as sharpening their skills. However, the hunt for the right candidate is the most difficult job. Mellahi et al. (2011) stated that monitoring the performance of workers also a difficult task that sometimes causes unnecessary trouble, especially when working on a multinational structure. In this way, words strategic staffing, training and development, performance management become the most affecting factors in human resource management. Countries such as the USA, Australia, and the UK are more or less affected by these three factors due to their cultural and financial differences.

Staffing:  The issues associated with staffing in most of the labours in these are a poor supply of workers. Organizations operating in different countries often find it hard to develop a staffing strategy due to laws and cultural differences. It is almost the biggest barrier for multinational companies to manage their human resources. Marler (2011) commented that it is an important fact staffing in the organization is essential as it defines the maintenance policy in the organization. It is next to impossible to use staffing strategy of America in England. The lack of supply of labour has been found in England and the USA. However, the global labour supply in Australia has reduced the fact of choosing an excellent choice. Alfes et al. (2013) stated that staffing policy in the USA is very different than that is in Australia and the UK. Least involvement of the third party generates a better supply of improved staffs. 

(Some parts of the solution has been blurred due to privacy protection policy)