Original Question:
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post. Use at least two recent, scholarly sources in your reply Respond to at least two of your classmates posts.
Response 1 – 0.5 Page – Michele :
When it comes to Multinational Corporations, their frequent operational requirements are that they deal with high turnover, they usually have a larger network, they are usually controlled by the home country, they continually grow, their technology is top of the line, they have a strong advertising presence and they usually have high quality products (Kuddo, 2009). The requirements they need to follow can differ from country to country, and sometimes based on the culture, though the home country is usually the one to set the policies.
When it comes to termination, there are so many different rules, depending on the country where the corporation is located. The number of employees is usually part of the criteria as well as the percentage of people that can be terminated. Sometimes there are different time frames of notices required and sometimes severances are required (Kuddo, 2009). The rules are varied so companies need to pay attention to where they are located and make sure they are following local law.
There can be conditions and restrictions for corporations depending on where they are, though the home country will usually set basic policy and procedures and then have to modify dependent on the country. Some unions have pushed to have their rules followed in every country, but that does not always work. Many cases have gone through the courts if there is a dispute in other countries (Gould, 2010). The Alien Tort Claims Act of 1789 helps to regulate conduct of American corporations in foreign countries (Gould, 2010). This helps to give the business a few core principals to follow or work with.
Response 2 – 0.5 Page – Jennifer :
In the modern workforce, it is critical that Human Resources departments align their own objectives with those of the business they support to ensure the department can better drive results. In the rapidly changing global economy, external pressures mean that businesses need to innovate and act with speed if they are to keep ahead of the competition in their chosen market. One example is many modern businesses recognize the importance of expanding their enterprise from their home country to internationally. While this may be a cost saving or positive financial expansion for a business, there are several Human Resources factors to consider when expanding internationally. One example of this is the difference of terminating an employee in European countries versus the United States. In France, French employment law grants strong protection for its workers, and while you can do at will employment in the United States, all terminations in France must be merited according to law (Abraham and Houseman, 1994). In addition, in Japan, employers must give at least thirty days notice to an employee they are terminating (Komiya, 1990). If an organization is looking to make this move, HR most be involved in the build out every step away not only to ensure the strategy succeeds, but to also mitigate risk and drive efficiency.
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