International Business Environment Assignment Example | Topics and Well Written Essays - 3500 words

International Business Environment - Assignment Example The author of the research essay "International Business Environment " analyses cheap asian economies and concludes that in a nutshell, the company can plan to expand its business on the Indian soil, as the opportunities are way stronger than the challenges there. Since India being a thick populated country with a growing economy currently, there is enough room for foreign companies to invest and bring business in India. However, the competitive automotive market in the country would ask the company to modify its cost and quality standards, as the automobile need description of the Indian market varies largely from the UK market. Considering facts of Indian market growth and the risk to opportunity ratio in the country, it can be recommended that the company should move ahead with the plan of going international by selecting the Indian soil. Cheap labor, low government taxes and a flourishing market for automotive in India makes it the best site to ensure speedy growth in revenue and reputation. The advanced and hi-tech machinery can be altered with less superior technology that can meet the quality and cost effective need of the country. Moreover, the company can first introduce its older models in the Indian industry to test and visualize the response of the people. By this technique, the company would be able to forecast its future in its industry without spending more in its inventory and designing procedures. Therefore, the step to move towards Indian automotive industry is affirmative.

Principles of Human Resource Management Essay Example | Topics and Well Written Essays - 1500 words

Principles of Human Resource Management - Essay Example 291) On the other hand, selection can be defined as the process of determining the candidate with the best qualities for the job (Jackson & Schuler, 2000). This essay therefore seeks to critically discuss the importance of knowing the legal implications related to the key concepts explained above by the HRM. To select is to discriminate when it comes to recruitment and selection of employees. The issue in this case is not about discriminating but it is about how to discriminate fairly. In simple terms, it is concerned with how this process is done in relation to the human resources management process where job applicants must be treated fairly. In as far as the processes of recruiting and selection are concerned, it can be seen that the most important aspect is that of fairness. The employers need to be fair when they choose candidates to fill the vacant posts in their organisations. Grobler et al (2006) suggests that employers must not be influenced by factors such as race, gender, culture or physical status of a person when they select people to employ in their organisations. ... Under this law, no one is supposed to be unfairly treated as a result of gender, sex role or religion which may result in that person not getting employment even though he is qualified for that position. This law is meant to promote fair recruitment as well as labour practices where candidates for the job posts are not disadvantaged because they do not belong to a certain group of people. An organisation which does not observe this law will be committing and offence and a lawsuit can be filed against that company. It is therefore very important for the human resources management practitioners to have an understanding of the legal requirements relating to employing people. An organisation which fails to observe these legal requirements may be risking its operations given that they can have their licence cancelled and this will negatively affect the whole organisation. Companies which also fail to respect the legal requirements of employing people will risk losing money as they can be forced to pay large sums of money for violating the employment laws of the country. America is also one of the countries with clearly outlined legal requirements relating to employment of people. According to Prafdar (2001), Title VII of the Civil Rights Act of 1964 no organisation should discriminate or harass potential employees on the basis of race, religion or creed. Any company that violates these legal requirements will be committing an offence and can be prosecuted by the court of law. To avoid negative impacts on the company as a result of violating the employment laws, it is very important for the human resources practitioners to have an understanding of the legal