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Essay / Research Paper Abstract
This 19 page paper examines the influences of on human resources issues for a multinational company already operating or considering setting up in France. The paper considers aspect such as cultural differences including the divisions in the workplace, the balance of power in the workplace the role of management and the HR professionals, the influences of demographics, such as skills and age on the HR policies, the role of the unions and impact of legalisation. The bibliography cites 12 sources.
Page Count:
19 pages (~225 words per page)
File: TS14_TEFranceHRM.rtf
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Unformatted sample text from the term paper:
4. Conclusion 18 References 19 1. Introduction International business offers many opportunities, increased access to large markets and increased
revues, the ability to source inputs from areas with a comparative advantage and the ability to spread risk through different markets. Benefits can result in increase profits directly or indirectly,
as well as presenting risks. Many papers consider risks in terms of the economic risk, such as the problem of exchange rates and political risks, such as regulation and control
and the imposition of tariffs. Practical aspects are also often considered, such as the sourcing and shipping of inputs and outputs. There is also appreciation of the difference in the
market as a result of culture. However, when it comes to cultural issues most papers look at the way in which the organisational culture can be managed and the company
values can permeate the different operations. For many companies such as Colgate Palmolive, where there are both intentional operations and markets dealt with as part fo their everyday business,
there are a wide number of challenges and skills. There may be the development of a single set of company values and strategies, but these will be influenced by the
country specific cultures and values, especially when it comes to HRM issues. France is an area that does not receive a great deal of attention, it has an unusual demographic
profile and is often overlooked for studies focusing on the UK or Germany where there are clear, more easy to define HRM systems and practices. However, Colgate Palmolive need to
understand the background to HRM practices and culture in all the countries where they do, or are planning, to operate. This information can then be used in order to assess
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