Professional Documents
Culture Documents
Introduction
This paper will take a look into human resource management practices such as CSR, career
development and health and security management in Japan, Australia, Russia and Cameroon. A
comparative study of the similarities and differences of these practices in each countries will be
conducted with Nestle as the company example. The paper will also analyze the factors that affect these
practices and make recommendations to better conduct and improve on these practices in the respective
countries.
IV. Analysis
Japans culture greatly affects the direction of HR practices. Career development in Japan is
mainly applicable to men given that childcare in Japan is assumed to be a big responsibility mostly put
into the hands of mothers. Although this is changing in the recent times it is still a big problem and has
created an inefficiency in career development for women. Given that the japanese are competitive by
nature, this is also reflected in the way they conduct their CSR using their environmental efforts as an
advantage over their competitors and conducting CSR practices that can benefit the company rather than
other non profit organizations and foundations. Policies made by the government has also positively
affected their health and security management in Japan with laws created and enforced that specifically
address the mental health of the employees in Japan.
Many factors can have an impact on the Australian HRM. Indeed, first concerning the regulations
as seen above concerning various treaties such as International Covenant on Civil and Political Rights,
International Labour Organization all affect the efficiency of health and security management and impacts
the way they carry out their CSR. There is an important migratory phenomenon, which has an impact on
the human resources strategy of a company because it is necessary to know whether these workers are
present for the short or long term. They are also generally not very loyal to their companies, they are
constantly looking for new challenges so that it is difficult for Australian companies to develop an
enticing career development strategy related to human resources in the long term.
In Russia and Cameroon, government policies greatly affect a companys operations. Because of
the little to no laws governing CSR, many companies are not motivated to participate in social and
environmental CSR practices. Only large companies like the likes of Nestle who is found all over the
world take it upon themselves to incorporate proper CSR practices.
In Cameroon, because of the general outside perceptions of Africa being an unfavorable labor
market environment, has negatively impacted job security and opportunities for employees of smaller
companies.
V. Recommendations
Although there are efforts in Japan to promote gender equality and womens advancement within
japanese organizations, more emphasis needs to be placed in these areas as many corporations are still
dominated by men. Businesses must also try to include more flexible HR practices and stray away from
seniority based promotion and adopt a more merit based approach to ensure the most competent and
deserving employee takes the position. Although their life-time or long term employment practice can
increase job security it may also hinder organizations from accepting positive changes and improvements
and should consider adopting a more flexible selective lifetime employment, retaining those that can
produce the best quality and are real assets to the company.
In Australia, the job satisfaction and high turnover rates must be addressed. It is important to
propose an interesting and attractive career plan and motivate employees with bonuses and participative
management style.
In Russia, smaller companies must enforce and practice better CSR to be at par with international
and large companies. They must also continue their progress in utilizing a merit based style of promotion
and career development.
In Cameroon, generally there needs to be a more structured HRM practice as some personnel
administration does some duties of the HR in smaller firms. They must also take efforts to attract and
maintain their employees and reduce the gap between the needs and the human resources, empowering
their workforce. And similarly to Russian and Japan, they need to adapt a more merit and performance
based approach in their promotions and actively guide in career development.
VI. Conclusion
The paper was able to uncover that countries may have similar rules and practices regarding
health and security management, but they differ with their approach to career development and CSR.
These differences are caused by their variation in culture and values as well as enforcement of political
rules and regulations. Although it can be seen through the example that larger, multinational companies
have a more uniform human resource management but are still able to adapt themselves to the culture and
values of each country. Each country is not perfect and have their own points of improvement and
problems to address and it is important that they observe and learn from one another to better human
resource management as a whole worldwide.
VII. Sources
https://www.slideshare.net/Rahat-ul-aain/human-resource-management-practices-in-japan
http://www.nestle.co.jp/asset-library/documents/csv/csv_japan_2011_english.pdf
http://epygas.over-blog.com/cross-cultural-management-in-nestle.html
http://www.hidajapan.or.jp/en/project/eocp/report_2014_12_01.html
http://journals.sagepub.com/doi/abs/10.1177/089484538301000103?journalCode=jcda
http://www.management.pamplin.vt.edu/Articles/Wokutch7.pdf
https://www.humanrights.gov.au
http://www.business.gov.au
http://www.safeworkaustralia.gov.au
https://www.ahri.com.au
http://www.apsc.gov.au
https://www.career-manage.com.au
http://www.rba.gov.au
http://www.nestle.com.au
http://www.csreurope.org/nestl%C3%A9-boosts-nutrition-education-women-and-teenagers-aboriginal-
communities-australia#.WL8h8BKGORs
https://www.oecd.org/gov/pem/OECD%20HRM%20Profile%20-%20Russia.pdf
http://www.nestle.ru/content/documents/pdf/nestle%20russia%20csv%20report%202012-2013.pdf