本文主要讲的是德国人力资源管理介绍，例如，在深圳信英信电子科技有限公司这样的制造企业中，提供给管理和技术人员的培训机会比邮局提供给工人的培训机会要多(Cooke, 2008)。培训项目涉及技术劳动力的新技术，为主管和直线经理提供管理培训项目。公司相关部门必须参加邮政局提供的各种培训项目。培训项目的轮班以晚班为主，有时每周安排半天的培训轮班。本篇essay 代 写文章由英国论文人EducationRen教育网整理，供大家参考阅读。
For example in a manufacturing company like Shenzhen XinYingxin Electronics Technology Co., Ltd., The training opportunities are provided for the managerial and technical staff were more in comparison to the programs offered by Post Bureau to the workers (Cooke, 2008). The training programs were related to new technology for technical workforce and managerial trainings programs were provided for supervisors and line managers. It is mandatory for the relevant department of the company to attend various training programs offered by the Post Bureau. The shifts of training programs were mainly evening shifts and sometimes half day per week was fixed for training shifts.
The German human resource management has its roots deeply inherited in its institutional environment. It is not possible to apply US style HRM into Germany but this does not mean that the business system of Germany is not unreceptive to the principles of HRM (Kenney and Florida, 1993). The HRM practices have to be adaptive so as to fulfil the demands and constrains associated with the socio-economic context in Germany. The pluralist style of human resource management is required in German system through the major labour market institutions such as initial vocational training, collective bargaining and co-determination, etc. (Pascha, 2004). The German system of HR lays focus on the employment practices that are associated with the traditional HR values such as huge investments in training, log-term development plans of employees, job satisfaction plans, job security and collaboration at various levels between the employees and employers.
In manufacturing industry of Germany, for example in the company the “Electronic Empire AG”, the payment of wages frequency is mutually agreed by the employees and employers, and it does not exceed for a period of more than two weeks or one month if food and accommodation is provided by the company to the employees (Blackford, 2008). From the pay of employees the company deducts the social security and income tax contributions. The employees are obliged to pay these contributions and these contributions will be passed on to the relevant regulatory bodies i.e. tax authorities. It is obligatory for the employers to provide the employees with the one “balanced” meal on each working day that is as per the specified calorific and quality requirements. These employees are those who earn wages which is not more than three times of the national minimum wages.
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