Analysis of the in U.S.A

Résumé du document

In this study of the Human resources in United States we will firstly present briefly the United States, and then we will use Hofstede's Cultural Dimensions to assess the characteristics of business organizations within the U.S. We will thus present an overview of the American resources and get into further detail in the areas of Strategy & Planning, Recruitment, Careers, Employee Rights & Discipline, Workplace Social Justice Issue, Culture & International HR Management. Finally we will look at the different issues that the U.S. could face in the few coming years. The American way of managing human resources is quite similar to those used in other western countries. This however emphasizes more on motivation and incentives based upon performance. They like speeches and group work. Thus self actualization and self esteem is a strong need identified within the American workforce.

Extraits

[...] The active population now represents 67,1% of the total population, which is a lot and it becomes harder to find a job even if opportunities still exist. The sub prime crisis had and still has a strong negative impact on the job market. In the U.S. Skepticism and fear are now the dominant feelings within the active American population. Unemployment is effectively increasing dramatically spiking to in August, which is much higher than the forecasts See Appendice 1 : Important U.S. [...]

[...] because of all the origins that compose this nation. VIII. Future challenges In order to produce a qualitative strategy American companies must understand the future phenomenon that will arise in their country: Complex Globalization. Rising powers: the changing geopolitical landscape New challenges to governance The expanding global economy Lingering social inequalities Emerging powers The global aging phenomenon All those factors will arise soon and will change the face of the workforce management which will have to adapt or even better to anticipate those changes in order to be reactive and profitable Page 18 of 30 CONCLUSION The American workforce stands apart by its strong multiethnic characteristic that generally implies international management skills for the companies. [...]

[...] Careers As a respected capitalist country, U.S. have workers that are really success oriented and many workers strongly focus on their career. They have indeed career plans and try to find jobs that will impact positively on their life level and earnings. They also seek recognition and regular promotions; their self esteem need is generally higher than the average. D. Employee Rights Those are the basics components of workers rights4 in the U.S.: Employment Laws and Regulations to protect employees Equal Employment Opportunity Adapted retirement plan Wages and Benefits in accordance with qualifications and work furnished Health Benefits In the U.S. [...]

[...] It also has a greater level of tolerance for a variety of ideas, thoughts, and beliefs. As a conclusion, we can say that the U.S. have a traditional business organization, we understand by that one similar to those in place in developed capitalist western countries. The structure is devoted to competitiveness and is strongly results oriented. Rules and regulations help businesses compete I the global marketplace. The individualism is the main characteristic of the organization and reflects the strong capitalism orientation of the U.S. [...]

[...] The individualism is omnipresent and has a tendency to lower the creativity even if it has a great effect on productivity Page 8 of 30 The American managerial model a strong vision and is therefore charismatic, with a large sense of communication and inspiration for the employees. It generally acts as a respected model that will bring out the most of their employees. Also lay outs are quite common and facilitated by the system; pressure is often a factor workforce needs to accept and deal with it. Strong competition defines the American workforce. [...]