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This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License
Article
Author(s)
Gürhan Uysal
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DOI:10.17265/2328-7144/2016.02.004
Affiliation(s)
Gurhan Uysal, Ph.D., associate professor, School of Business, Ondokuz Mayıs University, Samsun, Turkey.
ABSTRACT
Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management (HRM) aims to achieve individual performance in order for firm performance. Because individuals (professionals) may have an impact on business performance. European HRM is adopting principles of American HRM. This is convergence. There are two factors that may affect divergence between Europe and USA. Divergence factors are social awareness and economic viewpoint difference. First of all, European firms consider social partners in HRM. Secondly, EU is regulated market economy and USA has liberal market economy. That may create divergence between Europe and USA.
KEYWORDS
European human resource management (HRM), American human resource management (HRM), Chris Brewster, social context, performance
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References
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