MGE Papers

Many companies get so large they decided to open up new locations, not only locally but global. Expansion of a corporation means better chance of revenue, new clienteles, more product recognition as well as more diversity on their corporate staff. But understanding businesses that expand their production overseas has many different names and not all are the same. As explained by Mr. Lee Iwan, “International companies are importers and exporters, they have no investment outside of their home country. Multinational companies have investment in other countries, but do not have coordinated product offerings in each country. More focused on adapting their products and service to each individual local market. Global companies have invested and are present in many countries. They market their products through the use of the same coordinated image/brand in all markets. Generally one corporate office that is responsible for global strategy. Emphasis on volume, cost management and efficiency. Tr

Abstract Assuming I work for a mid-sized company that is looking to go international from the base USA, I will discuss how maternity leave policy in the USA is different than the maternity leave policy in Canada, where our organization is going next. I will compare and contrast the law between these 2 countries. I will write an International Corporate Employment Policy on the maternity leave policy.  I will include an explanation of the additional steps needed before actual implementation.  Maternity Benefit in the USA – 1.      In the USA there is no provision for paid vacation for new mothers on a national scale 2.      There is no federal law to mandate paid maternity leave, but some state offer paid maternity leave, but most companies do not. 3.      The Pregnancy Discrimination Act of 1978 requires an employer to treat an expectant mother in the same manner as any other employee with a temporary medical disability. All conditions of employment such as pay rates, incentives, paid s

Was the employee being unreasonable in his requests?  How did the HR team handle the situation?  Given what you know about the challenges of expatriates, was there anything that the company should have done for this employee and/or his family?  Who is ultimately responsible for making sure the expatriate experience is a successful one? ·         Provide an analysis and suggest some solutions and strategies for improving expatriate success.   ·         If you have ever been an expatriate, please use your own experiences to enhance the discussion.  ·        The employee had a bad experience in France. His expectations were crushed and he felt not really supported by HR. I do not think the person was being reasonable in that situation, he was disappointed and that disappointment was being expressed. So, he was being unreasonable, since there was no other position available, being a senior employee he should have understood that the organization or HR cannot create a redundant position jus

Assume you are working for a midsize company that is looking to go international. Choose one aspect of employment law from your country o origin and choose another country where your company is planning its new expansion. Compare and contrast the chosen law (or set of laws) between the two countries I live in the United states and I have chosen the law that governs workplace health and safety. The main law that protect the health and safety of employees is the Occupational and Safety Health Act (OSHA).  The “Summary of the Major Laws of the Department of Labor” article (n.d) states that this law is designed to eliminate workplace injuries and illnesses and is made up of both federal and state laws. OSHA operates under two premises. These are: 1.      Employers must provide a safe working environment for their employees 2.      OSHA must enforce safety and health policies and regulations that the employers must put in place as precautionary measures. ·        Other aspects of the laws i

INTRODUCTION we are going into this work, developing an international employment policy for business and we will bring together and compare two laws from two different countries. This work will include an Introduction, a Development and a conclusion. DEVELEOPPEMENT In this work we quoted two laws from different countries namely, the first one which is a law on minimum wage exercised in the DRC. Our company wishes to extend its activities in the USA and wishes to expatriate some of its employees for a fixed or indefinite duration. It is best to always know how things are perceived in a country where one wishes to settle in order not to commit offenses that could harm in the performance of the duties of an employee of the company that employs a local. Congolese law says this: Article 95: The interprofessionnel minimum wage of the first professional category is fixed according to the essential needs of a family of the worker including the father, the mother and the dependent children whos

When an employee fail to meet expectations of achieve any target set for him or her but more importantly, organization might lose on potential gain or cost savings. So, when any employee performs poorly, or organization has to invest in performance improvement program, the organization’s profit potential goes down. But, there is another angle to it. Employees are assets for any company. Training employees to make them more productive is an investment companies make. Even giving raise and bonus is another way to retaining and attracting top talents. Recruiting new resource and training those costs companies way more money than retaining existing talents. So, there is a financial implication for each action.  And that is in mostly expenses and extra out of the budget expenses in cases of employee training and performance improvement programs. But, these expenses are actually investments to get more out from low performing employees and retaining them.

Role of Gary Garcia, HR Supervisor Gary Garcia has been the HR supervisor at Personally Yours for the past 9 years. His immediate supervisor is HR Manager Alyssa Williams. After attending a meeting at the local SHRM chapter, Garcia came away with some great ideas about how their organization could improve HR operations. Overall, things are running pretty efficiently; but Personally Yours is a quickly growing, medium-sized organization, and in many ways it still operates like the small, family-owned and -operated business it was just a few years ago. For example, hiring processes are now standardized at headquarters and at the branch offices. Each job applicant completes a standardized application, submits a résumé (if appropriate for the position), does pre-employment testing, and undergoes a screening that includes contacting references and former employers and a criminal background check. However, this was not the case when the company first started, and many longtime employees hav