Significance Of Regulating Employee Relations

Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources which includes selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative. Employees selected to work in foreign locations should be prepared beforehand with adequate cross-cultural training. For an organization to be successful in the international marketplace, it must be concerned with this fit from both an internal and

As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on

According to the Government of BC website, the Employment Standards Act is provincial legislation put in place to protect the rights and freedoms of BC workers and employers (2011). Furthermore, the Act itself exists to ensure that there are basic standards for employment throughout our province, as well as allowing both employees and employers to be protected by these standards in the case of a dispute (bclaws.ca, 1980). The act includes regulations which outline employee’s rights with regards to such things as minimum wage; overtime and vacation pay. It is imperative for human resources professionals to understand this Act - as it not only protects organizations legally, but it

This report examines cultural and institutional factors of Mexico and how they can impact global HR management and practices. Specifically, by analyzing Mexican culture based on Hofstede’s dimensions, economy, labor legislation, union and employment tradition we reached the conclusion that the features of Mexican culture (high power distance, strong collectivism, high level of masculinity and uncertainty avoidance) and institutional factors have a strong impact on management styles and HR practices of business in Mexico and may arouse some challenges for global company and their expatriates, especially those from countries that bear different cultural features and institutional conditions. In order to minimize the potential conflict between Mexican local employees and expatriates, parent companies need to provide trainings (culture assimilation, country condition, etc.) before sending anybody to Mexico. Also, whether the expatriates should put more effort to disseminate home country (headquarter) culture or to adjust to local culture depends on the company’s strategy in terms of being localized or standardized around the globe.

Along with the consequences that it would have on urban areas. Goldschmidt also felt that “the regulations of the Labor Relations Act should be applied to the agricultural sector and that unions should not only be allowed to develop, but should be encouraged”. (Goldschmidt).

In contrast to workers’ compensation, OSHA does not provide payment to injured workers. However, OSHA implements safety policies and standards by company inspections, citations, and fines. In addition, OSHA mandates employers to educate and train employees regarding the specific dangerous substance regulation called the Hazard Communication Standard

Managers in human relations needs a variety of skills and knowledge to help their firms succeed in the global marketplace. They need to cope with the initial shock that often accompanies working and living in a different culture. Also, they can become more effective through learning the language of the host country and interpreting accurately the work values of their foreign counterparts. The following traits may be associated with candidate’s who are likely to succeed in international contexts, such as, flexibility, sensitivity to culture differences, business knowledge, culture adventurous and a desire for their views. Before doing business with people from different cultures, managers can familiarize themselves with research that describes important cultural differences in work values. There is four dimensions on which different cultures can be compared, which includes of power distance, individualism, uncertainty avoidance and masculinity/femininity.

Critically assess the applicability of this statement as an analysis of the development and current state of the law governing workplace relationships in Australia - including the decision of the Full Court of the Federal Court of Australia in Commonwealth Bank of Australia v Barker [2013] FCAFC 83. To what extent should this statement represent the object of labour law going forward?

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement.

The main purpose of this research paper is to define that the conflicts between employees and employers doesn’t have any solution. Therefore, Marxism is one of the theories that emphises on this conflicts. Firstly i need to define that in Marxism , employers and employees are considered as capitalist class and wage slave class. Therefore, conflicts between Employers and Employees are considered to be conflicts between owners and working class. From the past to now the employees were struggling in order to attain a higher form of human society. In Marxism, it is defined that goods and things are produced mainly for people’s needs.It is obvious that each society has to do this. However, not in each society employers accepting their workers as those who are working not only for the salary but also for the need of society. Marx describe the situation of conflicts between Employer and Employee in competitive capitalism in ways that are similar in fundamental analytic respects. (Rueschemeyer, 1987) From my viewpoint the conflicts between employees and employers occur firstly because employees are exploited under capitalism. This means that, employees are working for their employers,and employers has the power over their workers. This power is not always considerd in a right way.

Briscoe D., Schuler R., Tarique I., (2011). Internatonal Human Resource Management : Policies and Practices for Multinational Entreprise.

This cases study examined the challenges of operating a business in a foreign country. The case study presents a specific business situation in Moscow, describes the prevailing conditions which needed to be addressed, relates the decisions that were made, and examines the consequences of failing to apply sound business and management principles. This case exemplifies many of the themes in international HR management including recruiting, onboarding, training and development, motivation and rewards/compensation, ethics, performance management, and cultural differences between the home country and host country.

In this changing world, our global business theories and literature have implications toward the future. The future of this growth and success depends largely on the key component which is Human Resource Management. So, we as researchers hope to enlighten and inform you as employers the significance of an effective solution that both understands your employees and is beneficial to your company. That is why we offer our recommendations in the end of this article based on our findings.

Face to those options and wide resource, the managers in global enterprises have particular concern about the employees’ ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation . Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage.