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Essay / Research Paper Abstract
This 8 page paper summarizes the contents of 4 articles concerning issues of HRM. The articles look at the way expatriate employees may be attracted and retained, the issues associated with international recruitment, metrics that can be used to measure the efficiency of the recruitment process and a positive method of terminating employees. The bibliography cites 3 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TErevrecuit.rtf
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Unformatted sample text from the term paper:
consideration is that although there are expatriate placements to other developed countries, most placements tend to be to countries which are less developed and while the cost of living may
be lower, the lifestyle may suffer as a result of the different environment. If workers are to be attracted and retained they must find some advantage in taking the
job at the location. It is noted that there may be high payment levels, but it is not only the initial pay levels against a low cost of living that
is an issue; there are other factors that may be seen as attractions as well as barriers. The drop in the standard of living can be accommodated by an
increased payment in order to account for this drop in living standards, in many cases this location allowance is known as a hardship allowance. The hardship or location allowance is
also able to compensate for another real barrier. It is noted that at the current time it is estimated roughly 65% of companies pay their expected employees a location allowance
as a form of compensation. This increases the level of remuneration and as such acts as a financial motivator, encouraging employees to take on roles they may not otherwise choose.
It may also be argued that it is a motivator in terms of the way that the employer is showing the employee they matter as is important for them to
undertake that task, as well as showing recognition of that level of importance. This is interesting as it may be seen as fitting in with motivation theory (Huczynski and Buchanan,
2007). When employees move to another country, they also subject to the tax regime in that country. In some instances the increased levels of payment have the potential to be
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