Further, they have closer relationships with governmental and other stakeholders, so that efforts geared at satisfying all the different stakeholders may distract them from entrepreneurial or bottom-line success.(7)
Given the dissimilar conditions, the attitude towards Human Resource Management and its function in the company differs. In Germany, in conditions of relatively low inter-company mobility, stress is put on proper selection and development at the workplace of the whole personnel. German managers are much interested in personnel organization and training.(2) HRM as centralized function is weak, putting emphasis on personnel administration and legal labor issues. The personnel development function takes on importance only in the recent years, as well as activities aimed to improve intra-company mobility. (5)
In the US, much stress is put on centralized HRM function. Nevertheless, attraction, selection and development of the top talent is emphasized. In conditions of high inter-company mobility, stress is put on proper development and retention of top employees. Much emphasis is put on pay policies, seeking to distinguish the company through unique added value in the companies pay strategies.(3)


References
1. Boone, P. F.; Van den Bosch, F.A.J.: Discerning Key Characteristics of European Style of Management, in International Studies of Management & Organization, p. 109 – 130, Fall 96, Vol. 26,
2. Gaugler, E.; Mungenast, M.: Human resource Management in Germany and European Integration, in Mungenast, M.: European Viewpoints on Human Resource Management, p. 63-72, McGraw Hill, 1994
3. Hermel, P.: Management in Europe and the United States, in Acker, J.: European and International Management: a Comparative Approach to Managing Organization and Human Resources, p. 37-65, Sage, 1991
4. Hofstede, G.: Cultural Dimensions in People Management, in Pucik, V., Tichy, N. M.; Barnett, C. K.: Globalizing Management, p. 139-158, John Wiley & Sons, 1993
5. Kenny, T.; Browel, S.: Diversity and Change Within European HR Management, in People Management, p. 54 – 60, Vol. 1, Issue 3/95
6. Wilderom, C.; Glunk, U.: ´European Management´ as a Construct, in International Studies of Management & Organization, p. 3 – 10, Fall 96, Vol. 26
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