Monday, January 6, 2020

International HRM- Report Free Essay Example, 3000 words

Other than this, CSR and codes of conduct of an organization helps to maintain the rules and regulations in an effective way in order to amplify its positioning and demand in the market. By doing so, the experienced and talented staffs might be retained within the organization for a longer period of time that may amplify its productivity. Not only this, if the employees get satisfied with the sort of remuneration offered then it might amplify the rate of motivation and trust (Blyton & et. al. 2011, pp. 245-256). Along with this, CSR also encourages the employees to present their inner desires in front of the management so as to fulfil them. By doing so, the commitment and devotion of the employees might get enhanced along with the reputation of the organization as well. So, CSR policies and codes of conduct are extremely essential for an organization in this age of globalization and capitalism (Blyton & Turnbull, 2004, pp. 267-278). Furthermore, the senior executives of the organization of Kenworth also need to understand the rules of international labour standards (ILO) so as to maintain them for long run. We will write a custom essay sample on International HRM- Report or any topic specifically for you Only $17.96 $11.86/page 332-334). Due to which, the organization of Kenworth may not enhance its business position and image in the market among other rival contenders. In addition to proper maintenance of CSR, codes of conduct and ILO standards, the rate of interpersonal relationship with the employees or labours of the organization might not take place and the brand value may get amplified. As a result of which, the rate of attritions might get reduced significantly that might augment its dominance in the market. Therefore, from these above mentioned reasons, it might be clearly depicted that CSR, codes of conducts and ILO are extremely essential for maintenance of proper operations and functions of the organization like Kenworth.

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