International human resource management; A comparative analysis in point of tendency, philosophy and practices

In this study, it is aimed to determine the differences of some countries in point of human resource management philosophy and practices. Literature research was done in order to achieve this aim. First HRM concept was explained, and then information about HRM models was given. Lastly, selected countries, which are important in world economy, are examined in topic economy, culture, work system and HRM practices.According to the study; U.S.A., Australia and Great Britain use individual HRM practices and their HRM model is hard/normative. Despite traditional systems are changing; Japan, Russia, China and Singapore use soft/not normative HRM models. South Korea took American HRM system as model and became individual, but it?s model is not completely normative because of Asian culturel values. Hong Kong strains for changing the traditional Chinese system and creating a model which have influences from American and English system. In Germany and France, legal arrangements and state interferences are effective in HRM practices. American impressed country Phillippines, created a HRM model which is a mixture of West and it?s own practices. Malaysia strains for creating a HRM model which unites Islamic values and Asian values and responds the multi-cultural nation. In India, there is a HRM model that is appropriate for traditional caste philosophy.In the last part of the study; it was understood that, all countries in this study revised their HRM practices and created new HRM systems because of globalization and reorganization processes. And also there is a convergence in HRM systems; especially in compensation, flexible employment contracts, HR training and HR development. The reason for not completely convergence is the cultural values of the countries.