Nobody downloaded yet

Human Resource Management International Pay Systems - Essay Example

Comments (0) Cite this document
Summary
National compensation systems differ in America and Japan based on different laws and regulations adopted by these countries. The problem is that pay directly affects what individuals can do off the job, their family's standard of living, the extent to which they can travel, and the leisure time activities in which they can indulge…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.7% of users find it useful
Human Resource Management International Pay Systems
Read TextPreview

Extract of sample "Human Resource Management International Pay Systems"

Download file to see previous pages Conversely, there is evidence that paying workers bonuses based on organizational performance can markedly increase their effort and performance (Bateman and Snell 2004). Pay can thus be a powerful motivator in encouraging many workers to higher performance and greater growth. Nevertheless, effective pay systems--satisfactory for the worker as well as productive for the employer--are more the exception than the rule. External wage comparability is regarded as a means of achieving a degree of equity vis--vis other employees outside the employing organization. The assumption is that wages in the organization should be comparable to those outside it. The focus is on the going rates for comparable work with other employers.
If Robert Lord works in Japan, his pay would differ from those of the same age. There are first the components of what is paid out in respect of the work done in any one pay period. There is commonly a basic time-rate, but this may account for only a minor part of total earnings, for these may also contain forms of payment by results or bonus on performance; payment for overtime; premiums for shift, night, or weekend work; other allowances for work in special conditions; allowances for tools, clothing, or travelling time; and allowances for seniority or age (Schuler, 1998). Robert Lord's pay would involve housing, healthcare, transportation and premiums. Also, the company will have to spend additional resources on language training and his family. There remain amenities that are made available to employees generally, but are not provided in specified amounts to any one employee as part of his agreed and enforceable terms of employment. These amenities include subsidized canteens and recreational and educational facilities; medical services; contributory pension or life insurance schemes in which the participation of the employee is voluntary; and sale of the firm's own product to employees at concessionary rates. This different is equitable because the company will have to create favorable and comfortable conditions for R. Lord and his family abroad. Allowance must be made for the boundaries between the groups of occupations having been drawn differently in the various countries, but this will hardly account for differences as great as we find when we run our eyes along the bottom row and the top. But pay differentials are not the sole or very possibly even the main means by which the required allocation is sought in practice. There are also administrative incentives and pressures, which in Poland have been described as 'the long-standing policy of planned recruitment, the training of cadres and the planned employment of persons graduating from higher and secondary schools, housing policy, and social policy (Bateman and Snell 2004).
In several years spent in Japan, Robert Lord would lose his connections and relations in his home country. The company would have to support him and help to adapt to new environment. In 3-5 years, the company's structure and design, climate and resources would change significantly, so the 'old' workplace would be alien to R. Lord. The company would have to support Lord and his family to relocate back to the USA (Schuler, 1998). Pay for ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Management International Pay Systems Essay”, n.d.)
Human Resource Management International Pay Systems Essay. Retrieved from https://studentshare.org/miscellaneous/1525429-human-resource-management-international-pay-systems
(Human Resource Management International Pay Systems Essay)
Human Resource Management International Pay Systems Essay. https://studentshare.org/miscellaneous/1525429-human-resource-management-international-pay-systems.
“Human Resource Management International Pay Systems Essay”, n.d. https://studentshare.org/miscellaneous/1525429-human-resource-management-international-pay-systems.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Management International Pay Systems

International Human Resource Management

... of people, processes and systems. Human Resource Management pp. 973-995. Punnett, B. J. and Shenkar, O. 2004. Handbook for international management research. Michigan: University of Michigan Press. Rowley, C. and Warner, M. 2007. Globalizing international human resource management. U.K.: Routledge. Radebaugh, L. H. et al. 2006. International accounting and multinational enterprises. New Jersey: John Wiley & Sons. Warner, M. 2005. Human resource management in China Revisited. U.K.: Routledge.... ?International Human Resource Management Executive Summary In the present era, globalisation is considered to be the key word owing to which enterprises are constantly striving to...
12 Pages(3000 words)Essay

Strategic Human Resource Management. Performance-Related Pay Systems

...?Performance-Related Pay Systems Elective Module: Strategic Human Resource Management Introduction Within a modern business environment, employers must balance the needs of the business with the requirements of the employees. Human Resource Management (HRM) is an important aspect of this, where employers organise and develop strategies for working with their employees. Many employees work inefficiently, as they have no desire to perform well for the company. This comes from the fact that what is good for the company is not necessarily the same as what is best for the employee. Businesses are generally...
12 Pages(3000 words)Essay

International human resource management

...? International Human Resource Management Introduction People are integral parts in any organization. Organizations cannot operate without their human resources. In the contemporary, complex competitive world, the choice of the most appropriate individual for a position has far reaching connotations in the organization’s functioning. Employees well selected would not only contribute to the efficient operation of the company but also offer momentous latent for future replacement. Hiring is an essential aspect of human resource planning which assists in the determination of the number and kind of...
10 Pages(2500 words)Assignment

International Human Resource Management

... International Human Resource Management Human Resource Management [HRM] is the strategic and coherent organisation of people working within a given firm for the utmost attainment of business objectives (Armstrong 2). It has to do with the employment, capacity development, utilization, maintenance and compensation of the employees according to their terms of service and the objectives of organization (Beardwell & Claydon 12). The international aspect of HRM has come about mainly as a result of the emergence of international conglomerates with branches across the globe. Such large organisations have increasingly faced the challenge of applying their HRM regulations to different persons in different places governed by different laws... of the...
12 Pages(3000 words)Essay

International Human Resource Management

...? International Human Resource Management: To explore and assess human resource management in a particular national context Table of Contents Introduction 3 Current patterns and trends in the approach to HRM in India 4 The Institutional Context and its impact on HRM in India 6 Trade Unions and employment contracts 6 Collective Bargaining Structures 7 Performance Appraisal System and Rewards 8 Education, Training and Development 10 Employer Organisations 11 Case studies of industries (Recent discussions, HRM issues and problems) 11 Conclusion 12 Reference 14 Bibliography 16 Introduction The project aims to...
12 Pages(3000 words)Essay

International Human Resource Management

..., it’s necessary to first define some relevant terminologies that is thematically used in this study. International refers to a scope of affairs that is involving two or more countries. Human resource management, on the other hand, refers to a system relating to hiring or employing, training, designating, performance managing and appraising employees’ performance (Jackson, Lafasto, Schultz, and Kelly, 1992). Culture also refers to beliefs, values and customs that are integral and are influential in their decision-makings, style of leadership and on how relations are managed (Pettigrew, 1979). Internal and...
13 Pages(3250 words)Essay

International Human Resource Management

...International Human Resource Management By: Prof Table of Contents List of Table(s) and Figure(s)Table/ Figure Page Table1: Job Description 6 Figure1: Ability Assessment 12 Internationalization of Companies Globalization has opened the world into a global village, with business opportunities now capable of being transferred from one point to the furthest point. As more opportunities open up, markets and management processes change considerably to accommodate the international scope and demands. The most important of these changes and adaptations are defined by the nature of human resource demands....
16 Pages(4000 words)Essay

International human resource management

...). Developing an Effective Repatriation Strategy for MNC: A Model and Tools for International Human Resource Management . Journal of Comparative International Management , 6-7. Jassawalla, A., Connelly, T., & Slojkowski, L. (2004). ISSUES OF EFFECTIVE REPATRIATION: A MODEL AND MANAGERIAL IMPLICATIONS. Sam Advance Management journal , 69, 38-40. Linehan, M., and Scullion, H. (2002). The repatriation of female internationsl managers an empirical study. International Journal of manpower , 23(7), 649-653. MacDonald, S., and Arthur, N. (2004). Connecting career management to...
12 Pages(3000 words)Assignment

International Human Resource Management

...from empirical illustrations of Multinational corporations (MNCs) to explore the cultural implications for multinational corporations of different approaches to employee voice. HRM is not independent of environmental and various other factors within the enterprise; HRM policy and practices are determined by both internal and external factors yet the rising complexity of business operations inevitably complicates external business environments and HRM practices subsequently (Sylwia 2013, p.1147). One of the factors is culture, which refers to the learnt patterns of shared ideas and beliefs among certain groups of people, and is considered to be both a fundamental internal and external factor in the...
8 Pages(2000 words)Assignment

Human Resource Pay Systems

...Employees". Human Resource Management Journal. London. Vol. 11, Iss. 4, p.42. Bunning, Richard L. 2004. "Pay in the Organic Organisation". The Journal of Management Development. Bradford. Vol. 23, Iss. 7/8. p.648. Cox, Annette. Aug 2005. "The Outcomes of Variable Pay Systems: Tales of Multiple Costs and Unforeseen Consequences". The International Journal of Human Resource Management. London. Vol. 16, Iss. 8, p.1475. Corby, Susan, White, Geoff & Stanworth, Celia. 2005. "No News is Good News? Evaluating New Pay...
18 Pages(4500 words)Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Human Resource Management International Pay Systems for FREE!

Contact Us