Major techniques to control the population in USA:

Recruitment and Selection

The recruitment system applied by the United States is neither strongly career based, nor position
based. Individuals must go through direct application and interview to enter the public sector for a
particular position and most jobs are open to external applicants. A very little percentage of positions
are filled through a centralized examination. Advantage in recruitment is given to some military veterans
however there are no other variety policies in place concerning recruitment.

As companies were more implicated in international trade and labor fluctuations, lifetime employment
is a past thing in American corporations. Americans are recruited quickly and are dismissed just as
rapidly. Nevertheless, being fired there is not a shame. Americans change regularly firm and work, and
this why companies opt to change staff as needed, instead of investing in its training. This policy is
mirrored in the fact that the highest investment in human resources are centralized on the selection and
recruitment.

Performance

The United States uses performance assessment in HR decisions equally to the average OECD country.
Performance assessment is compulsory for nearly all workers and takes the form of a meeting with the
instant superior every six month and annual written feedback. A reasonable variety of criteria is applied
in assessment, which centralizes outputs, abilities, and social skills. Assessment plays a crucial role in
career progress and salary. The United States uses essentially more PRP than the average OECD country.
PRP is compulsory for the majority of employees, takes the form of one-off bonuses and perpetual pay
accessions, and represents 1 to 5 % of base salary.

Downsizing and outplacement

When business is seriously depressed, there may be too little work for even core employees. Then
management must choose between making layoffs as soon as the need seems apparent and so
maintaining a "tight shop", or of delaying the decision until absolutely necessary and meanwhile finding
some sort of activity for surplus workers. High commitment firms tend to follow the policy of delay. They
search for temporary assignments for unneeded workers and perhaps provide them special training or
subsidize their transfer to other plants. If business gets still worse they accelerate attrition through fairly
lavish voluntary early retirement schemes. Indeed early retirement has become a favorite strategy for
downsizing companies which, in effect, bribe workers to quit.

At will employment
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any
reason (that is, without having to establish "just cause" for termination), and without warning, as long as
the reason is not illegal (e.g. firing because of the employee's race, religion or sexuality).

At-will employment gradually became the default rule under the common law of the employment
contract in most U.S. states during the late 19th century, and was endorsed by the U.S. Supreme Court,
when members of the U.S. judiciary consciously sought to prevent government regulation of labor
markets. Over the 20th century, many states modified the rule by adding an increasing number of
exceptions, or by changing the default expectations in the employment contract altogether. In
workplaces with a trade union recognized for purposes of collective bargaining, and in many public
sector jobs, the normal standard for dismissal is that the employer must have a "just cause". Otherwise,
subject to statutory rights (particularly the discrimination prohibitions under the Civil Rights Act), most
states adhere to the general principle that employer and employee may contract for the dismissal
protection they choose. At-will employment remains controversial, and remains a central topic of
debate in the study of law and economics, especially with regard to the macroeconomic efficiency of
allowing employers to summarily and arbitrarily terminate employees.

Anti-discrimination law

Anti-discrimination law or non-discrimination law refers to legislation designed to prevent discrimination

against particular groups of people; these groups are often referred to as protected groups or protected
classes. Anti-discrimination laws vary by jurisdiction with regard to the types of discrimination that are
prohibited, and also the groups that are protected by that legislation. Commonly, these types of
legislation are designed to prevent discrimination in employment, housing, education, and other areas
of social life, such as public accommodations. Anti-discrimination law may include protections for groups
based on sex, age, race, ethnicity, nationality, disability, mental illness or ability, sexual orientation,
gender, gender identity/expression, sex characteristics, religion, creed, or individual political opinions.

The Civil Rights Act of 1964 was the first major development in anti-discrimination law in the US, though
prior civil rights legislation (such as the Civil Rights Act of 1957) addressed some forms of discrimination,
the Civil Rights Act of 1964 was much broader, providing protections for race, color, religion, sex, or
national origin in the areas of voting, education, employment, and public accommodations.

Labor relations

Labor organizations represent millions of workers in the United States. The U.S. Department of Labor's
Office of Labor-Management Standards (OLMS) is responsible for administering and enforcing most
provisions of the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA). The LMRDA
directly affects millions of people throughout the United States. The law was enacted to ensure basic
standards of democracy and fiscal responsibility in labor organizations representing employees in
private industry.

The major provisions of LMRDA are:

 A "bill of rights" for union members;
 Requirements for reporting and disclosure of financial information and administrative practices
by labor unions;
 Requirements for reporting and disclosure by employers, labor relations consultants, union
officers and employees, and surety companies, when they engage in certain activities;
 Rules for establishing and maintaining trusteeships;
 Standards for conducting fair elections of union officers;
 Safeguards for protecting union funds and assets.