Omparison of HR management in Britain and expanded EU mainly in Czech Republic, Slovakia

Literatute Review + research proposal and portfolio for Comparison of HR management in Britain and expanded EU mainly in Czech Republic & Slovakia

O Introduction of expanded EU + advantages, disadvantages The expansion of the EU provides opportunities to benefit from and contribute to the further development of the Union. Some countries have expressed concerns about the impact of the expansion. One the concerns have focused mainly on the continued ability to coordinate HR management across an enlarged EU and significant inequalities between member countries. Continuously EU enlargement is leading to influences to affect or change HR management and personnel or HR policies. Accession of new democracies in eastern Europe (would like to concentrate on Czech Republic& Slovakia) possessing a high skill but lower cost labour is leading to further pressures for harmonisation of HR policies & social standards across member states.
O Human resource management (HRM) fairly new concept. Less then fifty years ago employers were still arguing whether the term personnel department should replace employment department. This change of people management activities reflects an emphasis on individual employee rather than collective employee relations, an increase in the complexity of the employment process and the growth of an important strategic dimension based on the notion of human capital.
O There has been a big gap between the Anglo-Saxon and European approaches to the way organisations are organised and operated. Organisations in the Britain have a significantly higher proportion of managers relative to other employees than companies in expanded EU countries such as Czech Republic, Slovakia.
- Ratio of management to other employees
- Emphasis on management positions as a factor in the development of human resource management within the UK and east Europe
- Proportion of professionally qualified human resource (HR) staff compared to other employees in medium-large companies across Europe
- Ratio of professional HR staff to other employees HR/E (medium-large companies only)
- Ratio of HR/E is higher in the accession states and the reason why
- Proportion of employees in companies employing 250+ people

O The UK human resource management model
The HRM concept is better developed in the UK than elsewhere in Europeclarification of the above fact

O The Czech, Slovakian, Polish human resource management model

O Differences in reporting structures Typical Polish/Slovakian/Czech labour/staff administration departmental structure

O HRM functions & comparison between UK and new EU countries  functions such as 

- training and benefits in UK versus Czech Rep, Slovakia, Poland 
Would like to concentrate on differences in Career, Leadership, Managerial & Personal Development and different Trainings (Internal, External, Formal & Informal).

- equality & employees welfare/benefits UK versus Czech Rep, Slovakia, Poland

- recruitment & selection processes UK versus Czech Rep, Slovakia, Poland
Would like to concentrate more on recruitment processes in the above countries as well as why Britain attracts so many foreign workers  advantages of British market and disadvantages of Eastern European markets + true and myths about working in Britain (what has improved after joining EU and what is worst) + can really Britain meets everyone expectations or where dream ends and why????

O Required future developments and demands made upon HRM
Hardward name and date system