The aim of my diploma thesis is to present, in the best possible way, the introduction of more
(American) individualized practices of human resource management, i.e. a liberal manner of
human resource regulation in European organizations, where collective, neo-corporative
systems of industrial relations and regulation of employment relationship traditionally prevail.
In the theoretical part of the diploma thesis, I used secondary sources to present main
characteristics of human resource management and employment relationship in intertwinement
with industrial relations. I continue with different approaches to introducing managerial
practices and discuss the alleged global convergence of advanced practices of human resource
management, and highlight the possibility of cultural context influence in this field. In the
empirical part, I answer 4 research questions that base on the comparison of introduction of
personnel practices (by bundles) in Slovenia and Austria in the fields of compensation and
flexibilization. The results of the comparisons indicate that there is no significant difference in
introduction of different personnel practices between Slovenia and Austria, however, minor
differences in individual bundles are apparent, especially in flexibilization of work, which does
not necessarily affect the business performance of companies between countries.
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