International human resource management
Therefore, International human resource management goes hand in hand with the global economy standards and the overall functionality of the organization setting. International Human Resource Management is concerned with all the human resource management issues that cross national boundaries or are conducted in locations other than the home country headquarters. It is also concerned with the establishment of relationships between Human Resource Management and all the activities of the organizations and the entire foreign environments where the organization operates. The International Human Resource Management is concerned with the creation of a unified system of running and managing the organizational overview in the standards that best suit the development criterion for the human resource concept within the organization. It aims at creating a well-developed methodology of managing the organization overview through the creation of a more effective and efficient way of redistribution and become culturally competent in the entire set.
The effectiveness of any company is seen and analyzed based on the changes and the role that it plays in facilitating the societal change in the economic scale and also on the social scale. It depicts the various ways through any organization is fully responsible for initiating positive changes within the immediate community that it has established itself (Jamali et al. Most of the large multinational companies have developed various ways and efficacy models that seek to develop an adjustment to how it operates and the services that it renders to the community. Most high-end global companies across the world now take this whole issue greatly, and it is one of the factors that has positively contributed to the growth of such institutions and businesses with the outside world.
Google LLC, Amazon, Isuzu, and other multinational companies are the major institutions that have engineered and applied the Corporate Social Responsibility with seriousness (Serra-Cantallops, 2015, 19). International Human Resource Management is very concerned with the development and the role that the trade unions perform in the job market (Gregory & Milner, 2009, 130). It is one of the conceits that the IHRM has taken deep consideration as a way of promoting the employee's concerns and creating a better environment of negotiation and promoting the welfare of the employees. The IHRM consortium provides an overall better method of ensuring that the labor units within the organization, as a main human resource tool are fully respected, their rights upheld and also ensuring that the organization respects them and their core rights, and responsibilities upheld (Evans, 2015, 470).
Comparing and Contrasting the Roles of Corporate Social Responsibility and Trade Unions in Improving Labor Standards in Multinational Corporations and their Suppliers and Contractors Both the corporate social responsibility and trade unions play a great role in initiating and promoting and improving the labor standards within the organization. These two concepts play a lead role in developing the organizational overview through developing very effective methods of ensuring that the organization works for the protection and general empowerment of the employees. Motivation is the basis of positive growth within the organizational setting, and it provides various ways through which the employees can work for the better of the organization. Highly motivated employees are also highly productive and can always initiate positive growth and development in the organization.
Corporate social responsibility provides various ways through which the employees are motivated to create a lasting need to with the organization. The Corporate Social Responsibility provides better treatment of the employees by giving them better services and also engaging in activities that will benefit the entire organization and also the immediate community. Google LLC is one of the lead companies in the world that is fully into applying this concept to create a better and well-developed way of motivating its employees through the various corporate social responsibilities that is it currently engaging in developing. The corporate social responsibility allows the organization to work for the overall management and to better the lives of the immediate people, that is the employees, the contractors, and the entire suppliers (Fatma et al.
It provides various ways through the organization can create a better and more important way of promoting the growth of the immediate community. It is more concerned with the improvements and the growth of the stakeholder's rights within the immediate community and develops a more prudent way of ensuring that the organization is socially responsible for the immediate persons, the employees, the contractors and the suppliers that work within the business setting (Saeidi et al. On the other hand, the labor unions are more concerned with fighting for the rights of the employees. The labor unions fight for what is and what was typically affecting the workability and the role of employees. In developing a corporate social responsibility, the organization usually conducts a feasibility study that shows what the people needs before deliberating on the best move that will initiate the completion of the same project within the organization (Pulignano et al.
The same is not the case with the labor unions which is more into promoting the rights fighting for better treatment of the employees. The main aim of the labor unions is to fight for the rights of the employees, and it creates a more cohesive way of promoting the overall rights and the workability of the organization. It aims at developing a very elaborate way of liaising with the management of the organization, spearheading the fight for justice, better pay and better working environment that will create a more effective way of promoting the employee's welfare. Unlike corporate social responsibility (Conley, 2014, 314). and Perrini, F. The changing role of governments in corporate social responsibility: drivers and responses. Business ethics: a European review, 17(4), pp.
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