Human Resource, Employment Relations, Values And Remuneration System Of USA, China, And Canada

Importance of Human Resource in Organization

Question:

Discuss about the International Employment Relations for Human Resource.

The organization consists of many employees with different backgrounds. The main responsibility of the manager is to manage the staff that belongs from the different countries. The employee who belongs from a different country has different human resource systems, values and remuneration expectations. Employees are considered as a main asset of the company. If there is no human resource in the organization, then it can be difficult for the organization to survive in the market. To manage the staff or the employees of the organization, it is essential to take into consideration effective strategies that can help to attain the goals and objectives.  So, in this report, the main emphasis is given on the human resource, employment relations, values, and remuneration system of the USA, China, and Canada.

It is evaluated that human resource is considered as an important aspect of the organization. For conducting the day to day operations of the business, human resources are essential. Without the staff, the company cannot be able to operate the operations. There are various similar methods and processes that are adopted by the employers, to select the employees for the organization. The criteria for selection vary from country to country (Lakhani, Kuruvilla & Avgar, 2013).  Like for example: In USA, the employer tends to give rank on personal interviews. The selection procedures considered by the majority of the organization in the USA, is by analyzing the capability of an individual and also the technical prerequisite for the job whereas in China, it is seen that for selection procedure employees test score is taken into consideration by majority of the organizations (Armstrong & Taylor, 2014). Also in China, it is seen that an individual is familiar with the Chinese culture and environment. In the USA the practice to judge employees who are familiar with the domestic culture is not present when the selection process is selected whereas in China the practice to judge is taken into consideration. In Canada, the practice that is related to the employees is considered by the organization situated in USA (Sparrow, Brewster & Chung, 2016). If the organization consists of the employees who are from different background or culture, then the manager should give emphasis on enhancing the level of satisfaction of the employees. By enhancement in the satisfaction level, the employees can easily accomplish the goals and objectives of the organization. In the human resource system, training and development also play a great role to enhance the skills of the staff. The amount of expenditure incurred by the organization is different from country to country (Kersley, Alpin, Forth, Bryson, Bewley, Dix, Oxenbridge, 2013).  For example: The USA spends more on training the employees whereas the China and Canada spend less to give training to its employees. Also, the training hours given to the employees are different. The Company situated in the USA gives more hours of training as compared with China and Canada. So, the training period should be same for every employee, so that the efficiency can be maintained and enhanced in a proper manner (Kalleberg, 2015).

Selection Criteria Varies by Country

Manager of the organization has the responsibility to maintain effective employment relation in the organization. An employee relation gives support to the relationship between the employees and the company. The relationship gives focus on enabling employees to manage the different task in the organization. It is seen that if the relationship between the employees of the organization is not good, then the organization has to face difficulty to survive in the competitive environment (McGrath-Champ, Rainnie, Pickren & Herod, 2015). It is also a connection between the employees and the employer of the organization. It is only established when an individual conduct the work and services under various conditions in return for remuneration. In the USA if the employees have any concern about the working pattern, then they directly report to the human resource manager and in China, the concern about the working pattern goes directly to the top management (Guest, 2016). For example: In China, the main focus is given on maintaining the social networks. By this, they get to know about the customers before signing the deal with the organization. By this smooth working pattern takes place and employees maintain an effective relationship in the organization whereas in the USA the main focus is given on the speed and efficiency (Wheeler, 2017).  For USA social interactions is considered as a casual form. In Canada also the main focus is given on maintaining the effective policies related to employment relations. It is essential that the manager should give focus on maintain the employment relations of the organization (Godard, 2014).

Both the individuals and organizations consist of the value systems that are related to the attitudes, behaviors. In the organization, there are different people with different values. The managers take into consideration the values of the individual working in the organization. In USA people focuses on punctuality and believe that time is money. The culture of America induces the people to take the risk in conducting the day to day operations of the organization. It is evaluated that the decisions of business are made at high speed and also they are future-oriented. Persistence is also considered as an important aspect in the majority of people of USA. In China, moralist conduct is taken as an essential factor due to a high level of background of the individual (Fry & Mees, 2014).   Low individualism and high collectivism are also considered for conducting group orientation. High level of honesty is evaluated in the people of Canada. They give the main emphasis on conducting their activities with a positive and honest attitude. Also, diversity is considered as strength of the Canada. For example:  After the attack in Paris, a mosque in Peterborough was set on fire (Bamberger, Biron & Meshoulam, 2014).The community offered a huge amount in two days to assist the Muslim community to rebuild it again. The members of local Christian opened the doors to give them a place to pray.  These are considered as the values that are possessed by every individual but it varies from an individual to individual. So, the employees who are working in the organization carry different values and it is essential that the managers should give emphasis on it so that the organization can attain profitability in an effective manner (Donaghey, Reinecke, Niforou & Lawson, 2014).

Maintaining Effective Employment Relations

 A remuneration system is related to the pay or compensation. It is concerned with the benefits or payment offered to the employees who are working in the organization. A manager also plays a great role in determining the wages or the pay of the employees. The salary that is offered to the employees should be given according to the qualification and experience of the employees (Pries & Seeliger, 2013).  There are various differences in the compensation practices of the USA, China, and Canada. The compensation practice that is followed by the USA is considered as a very dominant system that is known as the balance sheet approach. This method offers employees with the incentive scheme and safeguards them for various differences related to cost. It is known as one of the costly methods that create differences between the employees. In China, the compensation practice gives potential employees a safeguard if the comparison is made with the USA (Knutsen, 2016). For example:  In China, it is evaluated that the wages are varied and also the pay formats that are given by the competitors are considered when the income of the employee is decided. Incentive payments also play a great role to motivate the employees who are working in the organization. It is an effective contribution that enhances the livelihood of the workers and also it increases the revenue of the company. The USA gives focus on “pay for performance”. The evaluation shows that the system plays a moderate role in the capitalist power. China gives focus on the importance of the use of incentives and also the financial incentives are distributed in the proper way between the employees. So, it is seen that the china stresses on the implementation of the schemes of incentives (Gilpin, 2016).

Conclusion

 In this report, it is concluded that the manager plays a great role to manage the values, employment relations and also the remuneration system. Without the manager, the organization cannot easily attain the goals and objectives of the organization. In this, the proper evaluation is made by taking into consideration three countries USA, China, and Canada. Every country has different values, remunerations system and also the effective relations between the employees. Every country adopts different strategies for conducting the activities of the organization. It is evaluated that the human resources are considered as an essential part of the organization. For attaining success the organization should adopt strategies that are beneficial and also helpful for maintaining relationship between the employees.

References 

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Donaghey, J., Reinecke, J., Niforou, C., & Lawson, B. (2014). From employment relations to consumption relations: Balancing labor governance in global supply chains. Human Resource Management, 53(2), 229-252.

Fry, S., & Mees, B. (2014). Culture as grand theory in East Asian employment relations. Asia Pacific Business Review, 20(4), 603-617.

Gilpin, R. (2016). The political economy of international relations. Princeton University Press.

Godard, J. (2014). The psychologisation of employment relations?. Human Resource Management Journal, 24(1), 1-18.

Guest, D. E. (2016). Trust and the role of the psychological contract in contemporary employment relations. In Building trust and constructive conflict management in organizations (pp. 137-149). Springer International Publishing.

Kalleberg, A. L. (2015). Financialization, private equity, and employment relations in the United States. Work and Occupations, 42(2), 216-224.

Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., & Oxenbridge, S. (2013). Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge.

Knutsen, T. L. (2016). A history of international relations theory. Oxford University Press.

Lakhani, T., Kuruvilla, S., & Avgar, A. (2013). From the firm to the network: Global value chains and employment relations theory. British Journal of Industrial Relations, 51(3), 440-472.

McGrath-Champ, S., Rainnie, A., Pickren, G., & Herod, A. (2015). Global destruction networks, the labour process and employment relations. Journal of Industrial Relations, 57(4), 624-640.

Pries, L., & Seeliger, M. (2013). Work and employment relations in a globalized world: The emerging texture of transnational labour regulation. Global Labour Journal, 4(1), 26-47.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Wheeler, J. (2017). Navigating national regulations and global changes: international and comparative employment.