Eastern

Europe
MR. Xu Ao MR. Zhou Jingchun
Introduction

Eastern Europe and the new republics

of the former soviet union represent a
region rich in cultural traditions but
now alarmingly poor in economic and
human resource development.
Geography
Russia
Latvia
Lithuania
Estonia
Belarus
Ukraine
Poland
Moldova
Romania
Slovakia
Hungary
Bulgaria
Czech Republic
Demographics

1 The population is 400million

2 More than 100 nationality groups

3 Majority of them are Russian

Language
＊ The major languages of the region are Slavic.

＊ Estonian, Finnish and Romanian use Finno-

Ugrian.

＊ Russian, English and German are the most

common second languages.

＊ Russian can be used in the former states of

the USSR
Religion

＊ In Eastern Europe people worship

Roman Catholicism

＊ Islam and Jewish communities are

the religion of a considerable minority
population in the region.

＊ during the seven decades of strict

communist rule, religion was
discouraged and carefully monitored.
History

1 Primeval time

2 Feudal society

3 Socialism society

4 Capitalism society
History

Feudal Society:
Controlled by the ecclesiastic.
(middle ages)
Socialism Society:
Soviet Union has been built in 1922.

The collapse of the Soviet Union has

thrown Europe into a turmoil
New Freedoms

The people of Eastern Europe are

emerging from decades of tight
central government control enforced
by military and secret police.

After the Soviet Union collapsed, the

new freedoms has been built. Free
culture, free economy, free speech,
etc.
Family

The “Family” in Eastern Europe is not

very optimistic. With low birthrate,
high rates of abortion, small living,
undound family education.
Economic Environment for HRD

＊ The economic and market grown Rapid.

＊ The developing education and technical
training.
＊ More new companies and more jobs.
＊ Management system is behindhand.
＊ All economic activity was coordinated to
ensure maximum industrial development.
＊ the worker worked without encouragement.
＊” worker society” was built.
Economic Environment for HRD

＊ The economic and market grown Rapid.

＊ The developing education and technical
training.
＊ More new companies and more jobs.
＊ Management system is behindhand.
＊ All economic activity was coordinated to
ensure maximum industrial development.
＊ the worker worked without encouragement.
＊” worker society” was built.
MacDonald’s in Russia

As we know, when CCCP are disintegration,

the Soviet economic process had been
geared in different direction. At the same
time, because the economic and HRD
environment are different from Western
country, so when MacDonald’s came into
Russia, which is the former socialist country,
They find there was a new market , but
there have many new problems, the Russian
practices have not been their needs.
MacDonald’s in Russia

 1. Those Soviet workers have no

prepared and simply, either in skill or
work ethic.

 2. Russian managers are generally not

adequately trained in some basic
business skills and service
knowledge.

 3. The traditional thinking in Russia.

The Soviet thinking is “Never mind
performance, just work for
formalism.”
MacDonald’s in Russia

 Because these reasons, MacDonald’s

had to change its won HRD strategy
to adapt this new market.

1. Break the normal recruiting system.

It passed the traditional bureaucratic

routes, advertising in Print Media
MacDonald’s in Russia

2. MacDonald’s recruit and motivated collage

students who are the best of them to do the
part–time job in MacDonald’s restaurant, then,
the MacDonald’s will offered the indispensable
training, they can learn a lot of about their
work.

3. After the basic training, if you can prove that

you are the best you can be sent to the
overseas, get the high level training and brief
internships. Of course, the top managers will
get an intensive training program for 10
months.
MacDonald’s in Russia

 Pass all over these data we can find,

on the basis of the environment
where your company stay or develop
on, to change your HRD strategy is
very essential. If you grasp the way,
to change the HRD strategy with the
environment that you will be the
leader for your profession.
MacDonald’s do it like this, so they
got the success in Russia.
General Electric in Hungary

 Hungary, the former socialist country,

But there are so many different from
Russia, Hungary finish the process
that change the planned economy to
the market economy more earlier
than Russia, so, unlike MacDonald’s in
Russia, the GE Corporation doesn’t
need to face those problems. But, in
fact there also have some trouble The
GE Corporation must be to solve.
General Electric in Hungary

1. Because every kind of human being rights

were complete step by step, there have
many reason worker can use to slight their
own job.

2. Good treatment let them lost the

responsibility and the zeal for job.

3. Exaggerate themselves’ work result.

4. Worker let the output raw material flow out

to the black market.
General Electric in Hungary

 GE Corporation wants to change this

passive situation, so they do:

1. GE Corporation negotiates with worker,

persuade them give up the moonlighting,
and promise them to increasing wages and
give the subsidy.

2. Use the substantial entice let worker

suppress “Free market.”
General Electric in Hungary

3. Use the local people manages local

people, decrease obstacle between
the communication and enmity.

4. Popularize the spirit of enterprise

and corporate culture.

Communication also is the important

part of the HRD.
SUMMARY

 Pass these two cases we can find, that

in a multinational corporation, HRD is
not just for offer some simply function
like training; career planning. In fact,
HRD is the core department of one
company, because it is the powerful
backup for whole company. The team
cohesion; the spirit of enterprise and
the corporate culture, all over these just
come from the HRD.
Thank
you!
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