Abstract
The aim of this essay is to compare the Human Resources practices of the US and Germany, to highlight the reasons behind these differences, and to analyze the evidence these differences provide to the convergence/divergence debate. These countries have been chosen because the US is considered as an economic and political leader in today's society, and many countries often seek to follow or are indirectly influenced by the examples set by the US. Germany has been chosen as it is described as being 'Europe's economic giant'. Therefore, if it is true that countries often follow the example of the US, and that it is their methods that underpin their success, then Europe's economic giant should not be too different from the US, and should therefore provide substantial evidence for the convergence theory. Many benefits may be derived from comparing the Human Resources practices of different countries and regions. From a theoretical point of view, it can help to understand what underpins successful Human resources theories, and what individual factors support or hinder their implementation. From an organizational point of view, comparative Human Resources Management is particularly useful to multinational companies and companies looking to locate in a foreign country, as 'comparisons can identify the unique features of a nation's HRM system and in doing so, help multinational corporations to adopt and fit their Human resources policies and practices across countries".
