Distinctive features of HRM practices in innovative active companies from BRIC

Abstract

The main goal of the paper was to analyze the influence of national background of the company on its HRM practices using the example of innovatively active companies from four BRIC states. The first chapter covers a theoretical background for cross-cultural analysis and review of the main directions of academic discussion on the topic. In the second chapter we reviewed the existing literature about the recruitment and compensation practices in BRIC countries and suggested the hypotheses. The third chapter contains the results and discussion of the empirical study we made using the sample of 176 responses of managers working in innovatively active companies from BRIC. The study demonstrated that, on the one hand, there is a certain relationship between the national context and HRM practices. On the other hand, there was also found a certain relationship between the innovativeness and the utilization of universal practices.