ECE _DSST _ Human Resource MGMT

Unfavorable elements include strikes and union dues

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Unfavorable elements include strikes and union dues. Unions also commit unfair labor practices and these may be highlighted by employers.
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Employers want to avoid unionization and so many employers have adopted strategies such as offering better wages and benefits, improving work conditions, training the HRM in modern HR skills such as staff motivation and job design and creating formal procedures to handle grievances and complaints by employees. One of the main reasons why workers unionize is that they feel that their grievances are not dealt with properly. So, by instituting proper formal procedures such as peer-review committees and step-review complaint systems, employees' grievances should be appropriately aired and handled to the satisfaction of all parties. In nonunionized workplaces, the formal procedures such as the step-review and peer-review systems to handle employees’ grievances are collectively known as alternative dispute resolution. In unionized workplaces, the grievance procedure is normally included in the labor agreements. Employers in nonunionized workplaces have introduced alternate dispute resolution (ADR) to discourage unionization and to reduce the chances of being taken to court for discrimination or wrongful dismissal claims. Increased domestic and global competition as well as technological advancements has resulted in union membership declining . Globalization has meant that a sizeable portion of blue-collar workers are being made redundant in favor of hiring cheaper foreign workers abroad. Rapid technological progress has also meant that blue-collar workers are in less demand as jobs become more computerized and automated, requiring less input from humans. International Human Resource Management To meet the challenges of global competition, companies can become an international corporation with leveraged capabilities in foreign markets, or a multinational organization with independent units in other countries to deal with local issues, or a global corporation with international offices controlled from the local headquarters, or a fully transnational organization with a network managing both local and global operations. A transnational organization successfully manages both local and global concerns in an integrated plan that offers them the most flexibility. The areas of focus for HRM on the international platform are relocation, orientation and translation. There will normally be language differences and barriers that need to be sensitively handled, and getting this right is critical in ensuring a successful operation in a foreign country where English is not the main language for business. When it comes to international staffing , HRM can select expatriates, host-country nationals, and third country nationals. Expatriates, or home-country nationals, are employees from the home country posted on international job assignments. Host-country
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Unfavorable elements include strikes and union dues Unions...

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