INTERNATIONAL HR. POLICIES - US VS. JAPAN

In comparing and contrasting between the two countries, there are different strategies that they put in place for both of them. In recruitment, they consider the attitudes of most of the employees which in both countries are totally different.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Talking from research, the concept of the Japanese about self is totally different from that by the US countries. In Japan, they believe that people on their own have their special talents such that they possess a spirit that is unique, a soul, mind or hear but this self-concept comes as a result of growth that someone is able to go through. The elderly are considered to have better than the young. As one grows to some point in their life, the more and better the maximum power and special talents they contain. This way, the Japanese are able to do some establishment of identities that take in their friends most especially, the relatives and coworkers who are now able to share most of the feelings and improve on the areas that they are weak in.

Looking into recruiting people that are around you and closer to you at most times that are your friend s and family members, it goes without saying that the whole family undergoes some improvements in that these people are now able to take care themselves and not depend on the people around them. This is the concept as the Japanese put it (Edwards, & Kuruvilla, 2005). Their determination in recruiting people at work is that the relationship that they maintain with the people around them is actually very important in the psychological nature of a person. That goes without saying as well

For the US strategy at work, the workers in various companies are the most part individualistic people who are striving to make a living out of their own work ad appear more of macho than any other groups in the same category. One other thing is that the Japanese have what they refer to as a strong sense of nationalism. What they basically believe in is that they are very different from other countries in the world and consider themselves very powerful. It could be because of the manpower in the region. Recruitment in this Japan is that concentrated on its kind of belief unlike in the US where even though they have a strong sense of national pride, many are the racial conflicts that tend to occur in this region for quite a long time now.

Recruitment is also based on the kind of education systems that exist in these two countries that are quite different from each other. The Japanese have a system that has a very rigorous schedule such that people go through high school. For the US, it is possible that a student will just graduate from the high school when they barely know how to write adequately.

This puts the Japanese country at a better position than the rest in that the people they do recruit actually have the qualifications for the job at hand. This creates the big difference in the two states. This particular part of education in the US has a lot of serious implications that tend to seek entry level workers. It is most important that people who are qualified get a chance to appear in jobs and not just anyone.

In explaining about recruitment, it could be in different grounds than we see it maybe. There is such a fact that the Japanese people tend to all have a single race ad origin and their concept of self is also very different from that of others. This way to some extent, they appear to be very different and their cooperating at work is simply the best that one can get (Edwards, & Kuruvilla, 2005). They appear to be more cooperative and their willingness to work harder at work is better than that of the US. In recruitment, people that are willing are the ones that get a chance to be employees.

In a bid to strengthen and maintain the relationship that they have at work in performing in groups, there is much time that the Japanese do spend in socializing with the rest of the members so that they get can to know each other in depth ad to the extent of what the two are able to do. This way, in knowing the strengths and weaknesses of each other, they are able to do a lot out of the same. They can support each in areas of need.

Directly from school where the Japanese children do have uniforms worn it is the same way that they do in the institutions that they work in. a uniform is able to make all other people appear the same and it is the same thing that the employers want it to look like.

This way, there is no discrimination in the work place. These are some of the requirements that are needed when they are recruiting people for new jobs. They tend to have a greater look on this side which helps people also concentrate on what they do. Different from the US area, the willingness of people to dress in this manner when they are heading to work is not to such extent like that of The Japanese strategies. The loyalty that the workers also have for the Japanese companies that they work for is also greater than that of the workers in the US.

We can also base our arguments on the selection made I the two countries by the organizations and institutions occurring in both. In the typical Japanese sessions, the overall focus they have in selection is based most especially on the qualification that one has attained as well as the education that they have gone through. This is the greatest reason that the Japanese companies will select members to be new employees in the company.

About selection, there is also the issue about the way they select people from their close associates like their friends and the family members too. This they say is in bid for several other things like creating a team that they can work with. This is different from what is experienced in the US where those that are recruited and selected to work in the company are maybe any graduate that they have if they are desperate for work and same way goes to recruiting people from every corner but they are based on the race.

They base all this kind of thing from the long range focus that they may be having for a competitive strategy. The selection they make in this kind of institution is such that the people they recruit to be their employees have to work towards this kind of attaining the best that they would wish for the company. In this case, the people that work in the area could be satisfied about the conditions that they live in. on the contrary, it is not the same case that happens for US companies. Their overall focus is a short range of competitive strategy. The new recruits too could be having this in mind. They maybe while away time or they are involved most especially in gaining some years or months of experience in the company so that they could use the same as a stepping stone for the next company that will offer a better pay for them.

The operating strategy in this case for the Japanese is continuous improvement in the companies they operate while that of the US is an optimal case with several sets of constraints for them. There is also a selection that they do about the customers and vendors that they operate with. In their selection, they consider vendors and customers that have long partnership plans, whose destiny is the same as that of them, frequent and undelayed deliveries and their vendors are few. For the Japanese, this is the kind offers that they put in place to keep in control. This is because they want to stick to some point where their cost of production is quite low and the profits are made to be maximum for them.

On the other hand for the US, there are no special relationships that they maintain with the customers and vendors. Anyone can be a customer in their company and any other can be a vendor as long as they accept your tenders. What they do for vendors is that they do obtain the best price from several of the vendors and determine which is good for them to consider at some point. This is the kind of selection that they do for the human resources depending on the policies and strategies that they have in place.

On the selection of the inventories and other resources, their main selection goes to having a minimum number for the workers that they deal with, skillful workers having the willingness to take the company to higher levels, workers have to be flexible in a way as well as dealing with fewer parts owing some kind of inspection and classifying jobs in the various departments. For the selection in the US, it is constituting of the jobs that are highly specialized in management for the scientific things. Their tasks are however dehumanizing in that they tend to be repetitive.

In the kind of selection done on the Human resources, they also inspect the extent to which they are able to perform greatly in the departments that they are assigned duties to do. This has been able to approve of the great industrial nature of Japan which are at a greater level than that of the US. Thus the US has less focused plants and their tasks are not programmed.

On the training sessions from the employees, it is also different in the ways that they tend to use (Kopp, 1994). The Japanese human resource strategy spells out things that they demand from their workers in a better way than that of the US. This is direct from the education systems and the way they totally do agree to each other on the quality of the education. For the Japanese side, it has to be made up of several qualifications for them to consider you in a job.

Literally, considering that one is able to graduate direct form the high school and get a place in the jib sessions make them less qualified because high school education is so mere and does not provide a lot for one to be able to do great and perform well in a company. What they are able to do better in this case revolves around simple work and the rest is left to others.

Generally, trainees are expected by the Japanese employers to be able to have suggestions provided so as to improve the quality and the efficiency in operating throughout in the company (Kopp, 1994). They consider the overall productivity of the organization from different angles in that people recruited are trained on how to go about the work. This could be maybe form the internship that they get form other companies. Some companies for other positions do demand that these new people be having some several years of experience for the positions they are applying. The rational part about this kind of expectation by the employers is for promoting by large numbers the continuous improvement.

It is quite different from the way people view the same in the US. This is because what the people being trained are able to put across and suggest about what could be done is viewed as a form of threat that they may be having for the company. Recommending changes here and there in most of the companies in the US is branding yourself a total troublemaker and it gives you less chances of promotion.

The training as it is in the US is mostly is considered analogous because of the routine in which they are told to do their work. Training in the US mostly conducted by the trainers issue that the work to these new recruits be repetitive (MacDuffie, 1995). This way, you find that people who are being trained are given jobs that require to be done again and again for the whole day maybe and this results in the person being unskilled now under the motivation in this institutions could be so low. These companies also rely mostly on the performance of other companies in that they do scavenge greatly about other employees form other companies so that they could hire them directly without having to train them for the jobs that they need.

In this case, the system for the Japanese state appears to have so many incentives that are different from that of the US. During training for the Japanese side, they tend to have more for the pe...