Abstract
This paper attempts to analyse and compare the human resource management (HRM) practices betweenSingapore and Thailand in terms of Budhwar and Sparrow’s framework for examining cross-national HRMpractices, particularly focusing on national factors and organizational strategies. It aims to identify the significantrelationships between national factors, such as national culture, business sectors and business environment, andHRM practices. Additionally, the paper also explains how companies manage their personnel with the HRMpractices developed and influenced by its national factors. To strengthen the argument, the paper then discussesHRM practices at organizational levels in both countries and pays specific attention to the core HRM functionsof recruitment and selection, training and development and remuneration and reward in order to prove thesignificant roles national factors have played in each country’s HRM practices and policies.
Highlights
In Southeast Asia, Singapore and Thailand are representing newly-developed industrialized country and rapidly developing country respectively
The paper will not focus on the good features of Asian values, while just concerning the traditions that hinder the development of both nations, because the aim of the paper is just attempting to reveal the relations between national factors and human resource management (HRM) practices and how both countries can improve their HRM policies and practices with the influences of their national contexts
Southeast Asian countries are greatly influenced by their national factors, sometimes those traditional cultural influences are the big hinders for the development of HRM practices in those countries
Summary
In Southeast Asia, Singapore and Thailand are representing newly-developed industrialized country and rapidly developing country respectively. After the financial crisis, the subsequent institutional reforms have compelled regional nations to reappraise their human resource management. Human resource managers in Singapore and Thailand are facing more and more difficulties. More than ten years after the financial crisis, both countries have entered a new era of its personnel management. As both countries are the representative nations in this region, by looking at HRM issues in these two countries, we may obtain a general picture of the HR development in this region. Kiasu pervades attitudes towards education, work, and other aspects of the people’s lives The mixed unique feature of national culture makes Singapore’s HRM practices more complicated
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