https://doi.org/10.36719/2706-6185/45/191-195
Hamida Behbudova
Baku Business University
Master student
https://orcid.org/0009-0009-3203-4604
hemidebehbudova1@gmail.com
International Experience in Human Resource Planning
Abstract
Human resource planning varies significantly across countries, with each approach reflecting cultural and economic priorities. In Japan, companies like Toyota emphasize lifelong employment and employee development, investing in long-term training programs and succession planning to ensure stability and adaptability. In the U.S., companies like Google prioritize flexibility, using a contingent workforce and data-driven strategies to meet short-term demands for specialized skills. This approach allows businesses to remain agile in rapidly changing industries. Meanwhile, Germany’s HR planning is rooted in its vocational education and apprenticeship system, exemplified by Siemens, which collaborates with educational institutions to provide practical training and fill skills gaps. This dual education system ensures that workers are both academically and practically prepared for the workforce. Each country's HR strategies highlight different priorities—long-term loyalty in Japan, flexibility in the U.S., and skills development in Germany—tailored to their unique economic contexts.
Keywords: human resources, human resources planning, international experience