Cost Of Living: China, Mexico, Canada, And France

Several factors should be considered when determining a fair and equal wage across the labor force. Preservation of the existing labor force, while minimizing the impacts on a business being able to maintain their competiveness is a critical

For example, in either recruit policies or retain policies of Coles, the Fair Work Act must be considered. The second factor is the condition of whole economy such as Inflation, change in pay rates and salaries. During the inflation stage, the increasing living cost will cause higher demand of income to satisfy the living standard. So, now it is the time to change reward system to be more effective. Meanwhile, the change of pay rates and salaries can affect the HRM as well. The third one is social factors such as different cultures of employees. For instance, when an US company operates a division in India, the HRM should be different than America's to ensure all employees with different cultures can work well together. The fourth factor that can affect HRM is technological change. High-quality employees must be skilled in the latest technological devices because it can improve the efficiency of work and help the achievement of the organization's goals. As a result, it will affect the organization's recruit policies. The fifth factor is that can affect HRM is environmental factors such as harsh weather conditions or greenfields. For Coles, if a supermarket operate in a greenfield area or in a harsh weather conditions, the recruit and retain policies must be changed to attract more people to work there.The last factor is legal which means any laws that can affect HRM. For example, the minimum wages set

The working conditions, wage rates, working hours and gender issues should be taken into account.

Thus, employers must know how the compensation they offer for critical positions differs with compensation for similar positions at other organizations in the market. Therefore, if an organization is recognized to be a great place to work in terms of factors such as training, resources, technology, work environment, staffing, and scheduling, the organization may be able to pay less than its competitors do within an acceptable range. However, if competitors are viewed more favorably as an employer, on the other hand, the organization will need to use compensation as its strength. Although, any strategy based solely on compensation will not succeed in the long run because a successful strategy combines market-rate compensation and a work environment that is competitively distinguishing and unique (Gering & Conner,

Pick a year to serve as a benchmark – a comparison basket cost for all other years. We then can use the cost in benchmark year (called a “base year”) relative to the cost of the cart in the year we are interested in to calculate a cost if living index.

The next issue is that of determining comparative worth. Given the large number and diversity of jobs being rated, it is unlikely that

When businesses use HR internationally their strategies will include keeping the whole workforce achieving their goals. It will also include making work an enjoyable place to work. This can be done by having regular meetings and offering workers bonuses that they can work towards. This in

Minimum wage is a very controversial topic nowadays. This cartoon is symbolizing the conflict between the two people whether the minimum wage should be raised or not. People are always looking for a job or want to get a new job. The employer can force people to work for a very low salary. Even though he or she can afford to pay the employees more, they will not do it. The employer can only pay the employees low salary because he or she wants a higher profit. People now want to raise the minimum wage. By examining the high cost for employers, not supporting families, and raising taxes, people will see that they do not want to raise the minimum wage.

According to the FLSA, the coverage of the minimum wage is divided into enterprise coverage and individual coverage. At the company level, the organization must have more than two employees and more than $500,000 in annual profits. At the individual level, if the organization does not have more than $500,000 annual profits, employees will still be covered if they are individually engaged in interstate commerce. Interstate commerce means that the individual must have products that can be shipped out of the original state, in order to create more jobs and stimulate more than just the local economy (promoting trade) (Bradley, 2013). Throughout this paper we will delve into the history of minimum wage policies within the United States, explore its positive and negative side effects, and take a unique perspective on how heightened unemployment rates can be directly tied to raises in the minimum wage.

Boseman remain intimately involved in this process, empower HR to own most of the aforementioned research, and maintain ownership of the responsibility of speaking to Julia and resolving her issues. Doing so would enable Dr. Boseman to learn additional information about the company’s compensation strategy and methodologies and allows her to work as Julia’s advocate when appropriate throughout the process while balancing her responsibilities as a steward of the company. Furthermore, it enables HR to remain a secondary point of escalation within the company for Julia should she be dissatisfied with the HR and legal approved resolution provided by Dr. Boseman at the conclusion of the examination of salary inequity. In conclusion, if Dr. Boseman is empathetic, open minded, highly communicative, thorough, and proactive in her approach to handling this issue, there is a strong chance the company will have the opportunity to educate Julia regarding the company’s pay practices, appropriately address her concerns, and/or resolve any inadvertent salary inequities without litigation or intervention from the

And regardless of how much of a stepping stone position a job may be, the point is that those positions are necessary. They are 100% needed. Somebody has to do them. If we do not pay people to do work, people will not work. people need to survive my god all republicans do is bitch about people on food stamps, shame women who can't afford children having abortions, and scream about homeless vets every time someone mentions a refugee or immigrant, yet you refuse to do anything to help the fucking impoverished jfc that's some conservative

Today we live in a society that tells us what and when we can do it, with the complex of living in the United States which is supposed to be the land of the free. The cost of living now these days have put those who only make minimum wage in poverty stricken situations, which now they have no choice but to depend on the government to live. We either have to lower the cost of living so that people can live a somewhat sustainable life, or raise the minimum wage so that we can afford the cost of living that is provided to us.

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).

Managing HR in MNC is different from the way the HR is being managed in the country, According to Morgan (1986) there are three factors that differentiate between IHRM and domestic HR: First, the countries of operations such as the -country where a subsidiary may be located, the host-country where the subsidiaries are located, and other countries. Second, the different types of employee, in international environment the HR management have to deal with the host-country nationals (HCNs), expatriates or home-country nationals (PCNs) and third country nationals (TCNs), for example if L’Oreal hired an Indonesian employee in their Indonesian subsidiary the employee is a HCNs, and when manager from L’Oreal Headquarter in France came to work in Indonesian subsidiary the manager is a PCNs, and if L’Oreal employs manager neither from Indonesia nor France to work in their Indonesian subsidiary the manager is TCNs. Third, is the way HR practices (eg. staffing, compensation, training, and etc) are conducted. Although IHR practices seems to have the same activities as domestic HR, in IHR the manager will be dealing with different environment and diversity of employees from different cultural background. Moreover, as mentioned earlier dissimilarities between domestic and international HR management mostly due to profound differences between host and home countries in term of culture,

Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).