SEIIC HR
Doing business internationally can be very different from a human resource perspective versus doing business domestically. Each country has its own laws and norms with respect to the labor market. For this reason, human resources is almost always a national function. Companies are limited with respect to what they can do globally. Globally, a company can set basic human resource strategy and principles, though the actual implementation of any general strategy will vary by country. Even generalizing about "EU" or "Asia" is laughably ignorant -- you cannot make labor market generalizations about Canada and the U.S., let alone about the twenty-odd EU countries or 60-something Asian ones.
In the EU, workers can come from any member country, as labor has freedom of movement within the EU. This also makes it nearly impossible to recruit non-EU workers to work in Europe. Labor laws within the EU, however, vary by country. This creates a situation where the choice of countries in which to operate is dictated partially by market considerations and partially by labor considerations, and partially by tax considerations. Whether the company operates, there is usually a need to have training programs in order to build the workforce, unless there is a surplus of workers available in that particular country. Recruiting in nations where there is a shortage of insurance workers will require pulling workers from other countries, who will then need to be trained on the local insurance market, laws, and languages; or locals are hired...
Human Resource Issues in Health Field The field of health human resources in the health field deals with issues such as planning, performance, management, development, information, retention, and research on human resources in the health sector Successful realization the mission and goals in this field is determined by the dedication and skills that the specialists possess. This study identifies various issues that often arise and bedevils this field. Current trends relating
Human Resource Management Although there have been many recent developments in the area of human resources and their management, the concept of managing people in the workplace is not a new one. In fact, according to Ogunyomi, Shadare, and Chidi (2011, p.19-20), the concept has evolved over more than a century, starting with the concept of scientific management created and promoted by Frederick Winslow Taylor at the turn of the 20th
Employment also buys employees into programs like Social Security, unemployment compensation, and workers compensation insurance. It is not uncommon to hear the compensation one receives called a 'pay package,' but at any name the bottom line idea is to attract good employees. For the Eastman Kodak company, there is a definite trend toward the strategic rather than the traditional roles for human resources, and therefore for the employees within the
Human Resources Book Review Phillips, Jack J. (1999) Accountability in Human Resources Management. New York: Butterworth-Heinemann In his text, Accountability in Human Resources Management, the human resources management analyst and guru Jack J. Phillips attempts to offer a new paradigm for human resource management to further both the future of American business organizations as well as the field of human resource management itself within organizations. Phillips states that human resource departments can
Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of
Human Resource in Aviation Industry Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human
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