2005
DOI: 10.5771/0935-9915-2005-1-63
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HRM in the German Business System: A Review

Abstract: Full bibliographic details must be given when referring to, or quoting from full items including the author's name, the title of the work, publication details where relevant (place, publisher, date), pagination, and for theses or dissertations the awarding institution, the degree type awarded, and the date of the award.

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Cited by 21 publications
(15 citation statements)
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References 32 publications
(48 reference statements)
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“…Some studies have emphasised the difference between a particular country (e.g. Germany) and the pattern of HRM typically represented in the international journals and by consultancies (Festing, 2012;Giardini, Kabst, & Müller-Camen, 2005;Müller, 1999aMüller, , 1999b. Others identify differences between countries such as the UK and Japan (see e.g.…”
Section: The Role Of Contextmentioning
confidence: 99%
“…Some studies have emphasised the difference between a particular country (e.g. Germany) and the pattern of HRM typically represented in the international journals and by consultancies (Festing, 2012;Giardini, Kabst, & Müller-Camen, 2005;Müller, 1999aMüller, , 1999b. Others identify differences between countries such as the UK and Japan (see e.g.…”
Section: The Role Of Contextmentioning
confidence: 99%
“…In such economies, privileging the notion of Gemeinschaft (Tönnies, 1912), or a stakeholder-and network-based business system (Harvey and Maclean, 2010), the institutional environment encourages and facilitates information sharing and collaboration, and relations between economic actors tend to be relatively cooperative and enduring. In Germany, for instance, the dual educational system is jointly governed by professional organizations, employer associations, and trade unions, and combines on-the-jobtraining with state-regulated vocational and general training (Giardini et al, 2005). This system produces committed workers who are competent in dealing with organizational problems across skill boundaries.…”
Section: Contextualizing Situated Learning In Multinationalsmentioning
confidence: 99%
“…Practices in German companies tend to be highly institutionalized in collaborative national business systems that support cooperation between collective actors (Whitley, 1999). Key labour market institutions of collective bargaining, co-determination and initial vocational training deem human resource management by a pluralistic style (Giardini et al, 2005). It is argued these highly institutionalized features of Germany restrict the implementation of foreign practices (e.g.…”
Section: Discussionmentioning
confidence: 99%