Labor Relations- Two Class member post responses (200 Words each)
sirjay
GermanysWorkforcePowerPointEdit.pptxGermany’s Business and Work Environment
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Background Information On Germany’s Workforce Characteristics
Germany’s workforce comprises of more than forty million people. The workforce also comprises of people from different ethnicities and cultures because of the functional and effective integration system in place. Majority of the workforce lies between the age of eighteen and above although at special occasions, young adults of fifteen years old are allowed to work. There are lot of legislations governing the relationships between the employer and employee (What legislations? Name at least two with the source). In addition, there are also labor unions which oversee that the workers’ rights are safeguarded.
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Background Information on Germany's Workforce Characteristics Cont’d.
The Germany workforce is highly skilled because of its education and training systems which are spread across the whole of Europe (Brewster, 2017). Because of this, Germany’s pay is relatively high (Muehlemann, 2016) . This act is a source of motivation to the employees which in turn leads to an increase in the general productivity of the workforce. Germany is the widely used language in Germany, although there are other languages (What other languages?). In regards to communication, there are set guidelines and communication procedures which characterises the business relationships in Germany( What set guidelines and communication procedures?/source?) Perhaps, there is a clear cut between business relationships and business relationships in Germany and the two ought not to be mixed (This statement makes no sense, please edit.) Also, discrimination in workplaces in regard to gender and race is very minimal and prohibited (Where is the source to prove this statement as true)
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Functions and Recommendations for the HR in Regard to Communication
The Germany workforce is characterised by a strict and well defined vertical hierarchical structure (Oesch, 2015). This means the hr will have to adopt and implement this kind of (Needs details and source). The hr will develop a structure where each individual will have his or her clearly defined roles and responsibilities. According to the structure(What structure, needs more details and source), the hr will set out a communication structure outlining the channel and procedure for passing important communication regarding the company(needs more details and source). Another characteristic that defines the Germany working environment is the intense use of written communication company(needs more details and source).
Need more content to fill this slide….. More recommendations for Germany to improve communication. This is a research project, so you must use great research skills and information gathering.
Functions and Recommendations for the Hr in Regard to Communication Cont’d.
Written communication is considered as a useful resource for future reference (Brewster, 2017). This is independent of the type of relationship existent between the two individuals. This means that the company should install infrastructures that will allow for such type of communication (more details needed with source). In addition, the Germany workforce is well conversant with information technologies. Therefore, the Hr will can go ahead to implement telecommunication infrastructuremwithin the company which will allow communication through written formats such as email (so Germany doesn’t have email capabilities? More details needed ). However, the company will have to employ an IT personnel as it is required by the law if the company has more than five employees. This will be an effort aimed at maintaining information security of the confidential and personal information communicated through this channels.
Need more content to fill this slide….. More recommendations for Germany to improve communication. This is a research project, so you must use great research skills and information gathering.
References
Muehlemann, S., & Pfeifer, H. (2016). The Structure of Hiring Costs in Germany: Evidence from Firm‐Level Data. Industrial Relations: A Journal of Economy and Society, 55(2), 193-218. Retrieved from https://onlinelibrary.wiley.com/doi/abs/10.1111/irel.12139
Oesch, D. (2015). Welfare regimes and change in the employment structure: Britain, Denmark and Germany since 1990. Journal of European Social Policy, 25(1), 94-110. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0958928714556972
Brewster, C., Hegewisch, A., Mayne, L., & Tregaskis, O. (2017). Employee communication and participation. In Policy and Practice in European Human Resource Management (pp. 154-167). Routledge. Retrieved from https://www.taylorfrancis.com/books/e/9781315231426/chapters/10.4324/9781315231426-10
