AMSTERDAM — How will the expansion of the EU affect the style of human resource management across Europe?
A new report examines the development of European HRM approaches and focuses on the prospects for HRM in the ten accession countries.
The report, the second in a series of briefings from the Federation of European Employers (FedEE) on EU accession, shows there are few signs in the ten EU accession states of the strategic, business-orientated approach that sets HRM apart from the routine activities of traditional personnel management roles.
EU expansion and expat compensation
Many eastern European countries joining the EU are adopting the top-heavy German two-tier board structure and find it hard to shake off their past bureaucratic approaches to HRM.
According to Robin Chater, Secretary-General of FedEE, " the prospects for human resource management in countries such as Poland and the Baltic states may well be influenced by the sharp drop in unionisation that is taking place throughout Eastern Europe and the need to manage individual work commitment as the economies grow rapidly to reach western European levels."
Companies operating in the accession states face management tasks that are vastly different from elsewhere in the EU.
The working week is longer than in the established EU states and the typical worker in an accession country has less autonomy and more years of service with their current employer.
How far HRM structures, methods and functions take hold in the accession states according to the report, will greatly depend on the reliance of these economies upon inward investment from the UK and North America.
Source : expatica.com
|
Imprimer la page
Partager cet article
