#comparativehrm

The evolution of Human Resource Management (HRM) across the globe has followed varied paths shaped by local industrial needs, cultural factors, and international influence. By the early 20th century, countries such as the United States were already developing sophisticated HRM practices, while Japan and parts of Europe were beginning to establish their own labor management systems. The rise of internal labor markets (ILMs) and the formation of personnel and industrial relations (IR) departments were notable milestones in Japan’s HRM history. Additionally, the world's first international conference on HRM, held in the Netherlands in 1925, played a significant role in shaping global HRM practices. This essay will explore these developments in more depth, highlighting the role of international conferences, Japan’s labor management evolution, and the global shifts that occurred in HRM during this period.

Japan’s Early HRM Practices and Industrial Relations

In the early 20th century, Japan began to experience rapid industrialization, particularly after the Meiji Restoration. With the growth of its industrial economy, Japan also faced the challenge of managing labor relations effectively. In response to this, a group of academics, business managers, and government officials formed the Kyochokai (Society for Harmonious Cooperation) to promote improved industrial relations practices. This organization played a critical role in advancing the early principles of HRM in Japan, particularly by encouraging a cooperative approach between workers and management.

Japanese firms began to develop internal labor markets (ILMs), which are systems that promote job stability and career advancement within a company. ILMs were an essential feature of Japan’s HRM approach, providing structured career paths for workers and fostering long-term loyalty to the company. This system of stable employment became a hallmark of Japanese labor management, differentiating it from other nations that often relied on more flexible labor markets.

By the 1920s, many Japanese firms had created personnel or industrial relations departments, recognizing the need for a dedicated workforce management strategy. These departments were responsible for a wide range of HRM activities, including recruitment programs, hiring tests, and incentive wage plans. One significant development was the establishment of shop committees, which allowed workers to participate in decision-making processes related to their jobs. This participative approach not only improved worker satisfaction but also aligned with Japan’s cultural emphasis on harmony and cooperation in the workplace.

American influence on Japan’s HRM practices was also substantial. American corporations that had branch plants in Japan introduced many modern HRM practices, including job evaluation programs and advanced recruitment methods. These practices helped accelerate Japan’s labor management systems, making them more efficient and strategic. The fusion of traditional Japanese values with American HRM practices created a unique system that prioritized both harmony and productivity.

The 1925 International Industrial Welfare Congress: A Turning Point for Global HRM

A key moment in the global development of HRM was the 1925 International Industrial Welfare (Personnel) Congress, held in Flushing, the Netherlands. This conference marked the first international gathering devoted to HRM, bringing together experts from 22 countries. The congress lasted seven days and featured comprehensive reports on the status of welfare and personnel management across the world.

The term "welfare work" was used as the official title of the congress, reflecting the terminology most commonly used in Britain and its colonial territories. However, the inclusion of the word “personnel” in parentheses signified a shift in the language of HRM, particularly in the United States, where the term “personnel management” was becoming more widespread. This linguistic transition underscored a broader evolution in how companies and governments viewed labor management.

The conference itself was significant not only for its content but also for its role in facilitating the exchange of ideas between countries. It highlighted the growing recognition that managing the workforce required both welfare programs and structured personnel management systems. The reports presented at the congress indicated that countries were at various stages of HRM development, with the U.S. leading in the adoption of formal HR practices, while Britain and other European nations were still focused on welfare work as the foundation of labor relations.

The proceedings of the congress illustrated the range of HRM issues being discussed globally, from improving worker health and safety to establishing more formalized recruitment and training systems. This event also laid the groundwork for the internationalization of HRM, as countries learned from one another’s experiences and began to adopt best practices from the more developed nations. For example, Japan’s early HRM strategies were influenced by the knowledge shared at this congress, particularly in the areas of worker welfare and industrial relations.

Global Influence and the Shift Towards Strategic HRM

The 1920s marked a pivotal decade for HRM, with significant developments in both practice and theory. In countries like the U.S. and Japan, HRM was becoming more strategic, with companies recognizing the importance of aligning workforce management with broader business goals. The concept of HRM as a strategic function, as opposed to merely a welfare-oriented or administrative role, began to take hold during this period.

In Japan, the establishment of ILMs and shop committees demonstrated the country’s commitment to creating a stable and engaged workforce. These developments were complemented by Japan’s embrace of HRM practices introduced by American firms, further solidifying the country’s forward-thinking approach to labor management. By the 1930s, Japan had become a leader in innovative HRM practices in Asia, with many of its systems serving as models for other countries in the region.

Meanwhile, the 1925 congress in the Netherlands showcased the growing global interest in formalizing HRM practices. The discussions at the congress reflected a shift towards understanding HRM not just as a set of welfare activities but as a comprehensive approach to managing people. This transition was particularly evident in the United States, where personnel management was already being framed as a strategic function within corporations.

Conclusion

The global development of HRM during the early 20th century was marked by significant regional variations, with countries like the U.S. and Japan leading the way in the adoption of strategic HRM practices. The formation of the Kyochokai in Japan and the introduction of ILMs and shop committees reflected the country’s commitment to improving labor relations and promoting worker welfare. At the same time, the influence of American firms in Japan helped accelerate the development of modern HRM practices.

The 1925 International Industrial Welfare Congress played a crucial role in shaping the global HRM landscape, providing a platform for the exchange of ideas and the dissemination of best practices. The inclusion of “personnel” in the congress title signaled a shift towards a more strategic view of HRM, a trend that would continue to shape the field in the decades to come.