Good Example Of HR 3 Forums Questions Essay

Forum 5. Instructions: International laws and regulations must be followed in international hiring practices. Describe at least two major international laws or regulations that must be complied with prior to hiring employees in a foreign country.
Labor laws have always been one of the main ways, in which current republics have tried to support the use and identification of those principles and rights at work, which are established in the ILO Declaration of 1998. ILO Declaration “On Fundamental Principles and Rights at Work” indicates that all ILO member States, although bearing in mind that they have not ratified the Convention, are documented as vital within the organization as well as in exterior environment.
The Declaration sets out the principles with reference to the crucial rights enshrined in the ILO Conventions, specifically (International Labour Organization, 2014):
a) freedom of association and the effective recognition of the right to collective bargaining;
b) the elimination of all forms of forced or compulsory labour;
c) the effective abolition of child labour;
d) elimination of discrimination in respect of employment and occupation.
In 1967, US Congress adopted an Age Discrimination in Employment Act, which banned the consideration of the age for employment and mandatory retirement. This requirement applies to all public institutions and private bosses exceeding 20 workers, employment institutions and labor unions with the number of members in more than 25. The law prohibits the placement of ads on the hiring, which indicated a preference of the employer about the age of the candidate. The law protects workers aged 40 to 65 years. In subsequent years, the age limit was raised to 69 years inclusive (Nesbitt, 2010). Thus, in accordance with the US anti-discrimination regulation the employment agreement with the worker cannot be terminated in case there is the probability of discrimination against personnel based on values indicated in these laws. Defined procedures are assured limitations with the will of the employer dismissing an employee in the case of “employment at will” (The U.S. Equal Employment Opportunity Commission, 2003).
Forum 6. Instructions: Describe the job related factors as a former expatriate re-enters his/her own country. What are things you can do to improve the persons chance of success when they come back.
For HR-manager of a transnational organization the supervision of expatriates is one of the most challenging responsibilities. Taking into account figures, 20 to 40% of expatriates return home, or search for alternative occupation without implementing the preliminary project. Such behavior means that the company will lose available savings. The success of expatriates in the company is affected by six main aspects, which include cross-cultural orientation; range of applicants for transnational locations; training; appraisal; compensation; and expulsion / termination of the project. While the process of recruitment starts, future workers should fill in an application form and CV, which are irreplaceable elements of the hiring process. In great extent, candidates go through planned interviews (all applicants should be asked identical job related issues) previously being employed. Moreover, the appropriate experience is obligatory formerly an occupation exam is applied in assessing expatriates. The following categories of occupation exams are applied: character exams and job related facts/skill exam (e.g. occupation sample exam; additionally, the job classification itself (Schuler and Jackson, 2007).
Recommendations as to how HR-managers can train their employees to work with those from diverse cultures concern the program, which should include:
cross-cultural and regional workshops, where information about the country is available (particularly accommodation, communication, culture , etc.);
training for family members;
intensive training of language of the host country (even if the person is fluent in the language , he/she should be provided with additional knowledge, professional vocabulary);
preassignment visits;
detailed information about the project goals and objectives, expected results and the timing of corporate policies on the movement of personnel, etc.
Forum 7. Describe the labor environment for unions that companies have to deal with. What has been successful for these companies? What hasn’t worked as well?
The influence of trade unions, which are fighting for the rights of workers, thereby establishing a balance of relations between owners and hired workers, is well-known. Trade union organizations can have a drastic effect on the activities of not only the individual enterprise, but also the entire industry. The history of the trade union movement is replete with examples of successful solutions on reducing working hours, higher wages, better working conditions, and others. The strikes organized by trade unions, for example, can lead to a complete halt production. For a negative assessment of the impact of trade unions on economic efficiency, the following can be considered: costs of strikes; restrictions on mobility, increase the cost of the search; restrictions on mobility and wage rigidity, contributing to a rise in unemployment; decline in profits and, accordingly, reduced investment, restricting economic growth; and loss effect release of the allocation of resources (Shen, 2011).
An alternative positive assessment of the impact of trade unions on economic efficiency is based on the fact that trade unions are seen as the institution of “collective voice” on the domestic labor market. Their role is to connect directly to the preferences of employees with the interests of management and participating in the definition of rules for determining salaries and career advancement, reduce competition in the domestic labor market. According to this view, such actions of a trade union lead to the reduction of the flow of workers and, consequently, to a decrease in the cost of strength; consolidation of rules to ensure the promotion of workers with experience, eliminating competition in the domestic labor market and creating incentives for older workers to share the experience with younger (informal training in the workplace); lessons learned and innovations; improvement of the discipline and reduction of costs of opportunistic behavior of employees; and decrease in transaction costs, employment contracts, replacing individual employment contracts collective agreements. All this contributes to increased productivity and economic efficiency.

References:

International Labour Organization (2014). About the Declaration. Retrieved from http://www.ilo.org/declaration/thedeclaration/lang--en/index.htm
Nesbitt, J. (2010). American Employment Law Applies in Foreign Countries. Retrieved June 14, 2010, from http://www.fordyceletter.com/2010/06/14/american-employment-law-applies-in-foreign-countries/
Schuler, R. S. and Jackson, S. E. (2007). Strategic Human Resource Management. Wiley.
Shen, J. (2011). Developing the concept of socially responsible international human resource management. International Journal Of Human Resource Management, 22(6), 1351-1363. doi:10.1080/09585192.2011.559104
The U.S. Equal Employment Opportunity Commission (2003). Employee Rights When Working for Multinational Employers. Retrieved from http://www.eeoc.gov/facts/multi-employees.html