erence between HRM in the US and in Western Europe is the degree to which [HRM] is influenced and determined by state regulations. Companies have a narrower scope of choice in regard to personnel management than in the US" (Brewster, 1995, 4).
One HR professional at Viacom explained that European nations exhibit more stringent controls over recruitment policies and methods, controls over firing procedures and causes, analysis and verification of educational certification, and a wide range of quasi-legal regulations (dress, attitude, language, and so on) that an employee is allowed to use in the offices or companies.
The sectors of the HR department in New York oversee the general personnel policies of the businesses within their sectors, and communicate with the managers through TELEX, classified landline, e-mail, and secure Internet and Intranet sites. The operational philosophy, according to the HR official in New York who answered certain interview questions for this analysis is one of "pre-damage control. We wa
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