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美国代写essay:节约运营成本

美国代写essay:节约运营成本

随着全球范围内劳动力灵活性的提高,国际人力资源管理对于一个组织来说已经变得非常重与国内的人力资源管理不同,当组织只关注国内的监管框架时,今天的国际人力资源管理必须确保符合各种监管框架。这是必要的,以避免在组织有办公室的国家的任何法律麻烦。

美国代写essay:节约运营成本
今天的组织正在专注于从劳动力市场的灵活性中获得最大的优势。然而,他利用劳动力市场灵活性来获取组织优势的过程也反过来影响了各种国际人力资源管理实践。其中一些影响是:
低收入工作问题:工资合理化已成为该组织面临的主要人力资源管理挑战之一。例如,在加拿大和中国这样的国家运营的n组织在工资上有所不同,因为中国的最低工资比美国和加拿大等国提供的要低得多。这种情况为组织带来了相互矛盾的情况。一方面,组织利用工资差异化优势,节约运营成本;另一方面,这种相互矛盾的情况会影响到人力资源管理的实践。该组织的人力资源部门必须为国家运作起草单独的政策,这是一个繁琐的过程。此外,这种劳动力的灵活性有时使组织陷入困境。例如,苹果经常被指责向在供应商工厂工作的工人支付最低工资(Bae&Rowley,2002:402-428)。因此,苹果在中国成功地利用了低成本劳动力的优势,但是在这个过程中造成了各种不满意的方面,他们不满意苹果公司处理国际人力资源管理实践的方式。

美国代写essay:节约运营成本

With increasing labour flexibility in global context, international HRM has become extremely significant for an organisation. Unlike domestic HRM, when organisations were focused only on the domestic regulatory framework, today international HRM has to ensure compliance to various regulatory frameworks. This is necessary in order to avoid any legal hassles in the country where organisation has its office.

美国代写essay:节约运营成本
Organisations today are focusing on gaining maximum advantage from the labour market flexibility. However, he process of using labour market flexibility for organization’s advantage in turn has impacted various international HRM practices. Some of the impacts are:
Issue of low paid work: wage rationalization has become one major HRM challenge for the organisation. For example, n organisation having its operation in countries such as Canada, and China has to differ its wages, because minimum wage offered in China is much lower as compared to what is offered in countries such as US or Canada. Such situation creates a conflicting scenario for the organisation. On one hand, organisation takes an advantage in terms wage differentiation and saves operational cost; on the other hand this conflicting scenario impacts the HRM practice. HR department of the organisation has to draft separate policies for country based operations, which at times is a cumbersome process. Also this sort of labour flexibility at times lands an organisation in trouble. For example, Apple is often accused of paying lowest possible wages to the workers who are employed in its supplier’s factories (Bae& Rowley, 2002: 402-428). Thus Apple does successfully takes an advantage of low cost labour in China, but in this process has created various unsatisfied parties, who are not satisfied with the way Apple handles its international HRM practices.