My company has recently moved to Germany, as part of the HR team, I have asked to help the HR team provide a report on considerations needed for new employees.
The report will include:
1. Analyzing the organizational development practices and make recommendations on how to increase cultural sensitivity, productivity and job-based knowledge.
2. Explaining the employee training and development practices that you would recommend in Germany.
3. Describing the performance appraisal and evaluation considerations
I have been asked to complete #2, explain the employee training and development practices that you would recommend in Germany.
I needed assistance in providing a response to #2 in no less than 400 words.
Q: 2. Explain the employee training and development practices that you would recommend in Germany.
Since HRM in Germany is intensely embedded in an institutional setting, United States (US) HRM cannot be easily conveyed to a German framework. It is not that the German business systems are unreceptive to US HRM ideologies, rather US HRM methods must be tailored to the constrains and demands of Germany's socio-economic environment. German market institutions support some implemented US HRM philosophies, while not supporting others.
In order to employ worker training and development practices in Germany, HRM would need to implement a change from collectivistic management to individualistic management. HRM should implement a more flexible workplace with a worker change of values towards more independence. I would also recommend the strategic value of HR become a part of the business strategy. All HR ...
HRM philosophies in Germany must reflect German social, cultural and political atmospheres and the fundamental role of....includes references.