Medical Insurance Corpus Christi TX

 

Medical Insurance Corpus Christi TX

By the late 1970’s, most people writing about Medical Insurance Corpus Christi TX were describing four core HR activities: staffing, development, appraisal, and rewards. As Medical Insurance Corpus Christi TX professionals mastered these activities at the operational and strategic levels, they could demonstrate value.

The HR standards of the late 1980s coupled these skills with those of organizational design and communications. With the enormous numbers of mergers, consolidations, and acquisitions, learning to create new organizational forms around teams and processes became central to the HR profession. Communication programs became part of the HR agenda.

In developing the Medical Insurance Corpus Christi TX practices needed for the future, improvement must continue in many of the HR core technologies, including executive development, recruiting and staffing, training and education, rewards and recognition, performance management, employee relations, labor relations, and diversity. New issues, however, represented by the six HR tools discussed below, will present HR professionals with corresponding new questions.

Global HR

Global HR has two implications. First, Medical Insurance Corpus Christi TX professionals need to articulate the HR ramifications of a global business strategy. A global business strategy focuses on how a company gets in, that is, starts doing business in a given country. Many companies see opportunities in China or India, for example, and have prepared strategies for entry into these markets. For these strategies to succeed, however, they must first deal with many basic Medical Insurance Corpus Christi TX issues. How do we hire people to staff the operation? How do we make sure that the employees working in the country adhere to the firm’s culture? How do we create incentives to reinforce appropriate behaviors among employees in the country? How do we build communications programs within and with the country operation? These and other HR questions are critical to an effective global business strategy; HR professionals should understand the choices and consequences of alternative answers to these questions.

Second, HR professionals should be aware of and sensitive to unique country conditions. This focuses attention on how businesses get work done within a country once they are in. laws governing downsizing, for example, may affect how many people are hired and how they are treated. HR professionals should master within-country idiosyncratic policies about hiring (for example, many French firms rely on graphology, or handwriting analysis, as a screening technique), compensation (for example, tax laws in many countries dictate that some compensation take the form of lifestyle perquisites rather than higher salaries), benefits (for example, the employee health and wellness benefits expected may vary by country), or training (for example, apprenticeship programs are common in German companies).

 

 

 

 

 

 

 

 

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