Comparing human resource and employment relations in fast food industry in singapore with germany an

nature of international human resource management

Union membership Crew members in Singapore never considered collective representation, as they were fairly satisfied with their current terms and conditions and the absence of mandatory union membership.

Basically, mployees in Germany are supported by the work unions, unlike that of Singapore where most regulations are employer-bias, and union participation in optional.

The Singapore fast- food industry labour force is generally made up of a range of different age groups with differing qualifications.

international human resource management notes pdf

Author : admin Date : May 3, Comment : No Comments Introduction Work and employment relations are the foundation of every single organisation. For instance in restaurant outlets, restaurant managers are usually secondary school leavers and the crew members usually hold low education qualifications.

global human resource management notes

Eventually, they are still able to turn the tables around, evading strict rules and able to set their own systems and practices. The right to form unions is guaranteed by law.

Importance of international human resource management

Majority also proceed on to other better Jobs as they perceive it to be a temporary one. In Singapore, since its independence day — industrial peace is the main objective from the creation of the legal framework and unions can only be formed under conditional rules and under the Judgment of the Labour Minister Deyo, cited in Pereira, This is because the fast-food companies generally tend to aim the flawed and insignificant group of the labour market, with majority of the employees being inexperience, low- skilled, young and easily replaceable labour. However, there are still some areas that the government has set aside to protect the basic rights of the employees such as stating down their work hours, number of paid annual and sick leave, and overtime rate. For instance in restaurant outlets, restaurant managers are usually secondary school leavers and the crew members usually hold low education qualifications. The awareness and readiness of customers to perform their part of the routine accounts for the smooth functioning of the outlet. In contrast, German system provides workers with statutory rights to representation through works councils and supervisory boards. Related posts:. Though the benefits differ, but one point is common — is that they are nominal. In addition, it also brought to light that not all protocols, standards and practices of the fast-food company fits the different markets globally perfectly, due to the different cultures, mindsets and preferences, which we will be exploring in depth in this essay — in particular, the fast-food industry in Singapore, Germany and United States. Companies are increasingly denying employees their rights and benefits and the situation is aggravated without the presence of trade unions or favorable employees regulations, as employees might be unable to voice out their concerns or request for their employment rights. This resulted in high labour turnover.

Good employment relationships in the fast-food industry are practised by ensuring that acceptable working conditions of employees are acknowledged with the intervention of state law. In addition, it also brought to light that not all protocols, standards and practices of the fast-food company fits the different markets globally perfectly, due to the different cultures, mindsets and preferences, which we will be exploring in depth in this essay — in particular, the fast-food industry in Singapore, Germany and United States.

In contrast, German system provides workers with statutory rights to representation through works councils and supervisory boards.

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Employment Relations in Fast Food Industry Essay