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To: Fellow Classmates

From: Karen Aguilar


Date: August 31, 2016
Subject: Address the issue of how Human Resources departments are
affected by US labor laws when companies are going abroad.
This memo is to address an issue of how Human Resources departments are
affected by US labor laws when companies are going abroad. The Society of
Human Resource Management (SHRM), mentions that companies have what
is known as HR global strategies and practices. Today many of US companies
are doing business abroad. The rapid rise of companies into the global
economy has led to a greater interest and demands in the developing of
strategies for companies human resources. The main issues of Human
Resources abroad are: adapting to a rapidly changing worker profile,
understanding the subtleties of workers qualifications and retaining and
engaging a changing workforce. According to a couple of articles, only a
small percentage of companies can be successful abroad, it is important for
a company to understand the culture, values and regulation differences in
other countries. An example of this is how labor rates vary from country to
country and how this affects the company. Some questions that going global
may cause are, Can you over work employees? How is overtime treated in
specific countries? What are other countries accustom to (lunch breaks, work
hours)?
The problem is the challenges companies face in regards to the different
policies in human resources when the company goes abroad. Knowing the
main issue this are some questions that will be answered:
1. What should a company do to avoid conflict on human resources issues
abroad?
2. Should companies invest in International adaptation programs for their
employees?
3. Which labor laws are considered when a company is making business
abroad?
4. What are the laws for expatriates?
5. What are the positive and negative impact does consumer privacy
have on U.S. businesses and government globally?
The purpose of this proposal is to establish the challenges and how they are
addressed. This is a problem that is being faced more in todays society
because of the amount of companies going global.

ANNOTATED BIBLIOGRAPHY
Reference 1:
Wilkie, D. (2015). Globalization Presents Complex Challenges for HR
Managers. Retrieved September, 2016, from https://www.shrm.org/hrtoday/news/hr-news/pages/globalization-presents-complex-challengesfor-hr-managers.aspx
Summary:
This article discusses the many issue that human resources faces when
a company goes global. It describes the impact of demographics and
diversity.
Evaluation:
This website provides information on how globalization is changing the
human resources.
Direct Quotes:
For instance, the paper determined that a dwindling youth population
in developed economies is causing skills shortages. Some of these
shortages are being filled by older workers, more women in the
workforce and cross-border migration, the paper said, which means
demographic as well as cultural diversity will continue to define the
global workforce.
Reference 2:
Challenges for human resource management and global business
strategy - Future HR Trends. (n.d.). Retrieved from
http://futurehrtrends.eiu.com/report-2014/challenges-human-resourcemanagement/
Summary:
The article explains how some of the main issues of Human Resources
abroad are: adapting to a rapidly changing worker profile,
understanding the subtleties of workers qualifications and retaining
and engaging a changing workforce.
Evaluation:
This article shows how Human Resources departments are affected by
US labor laws when companies are going abroad.
Direct Quotes:
Companies must navigate the choppy waters of a complex global
economy, and position themselves to attract and retain the workers

they will need on this journey.


Reference 3:
Stadler, C., Mayer, M., & Hautz, J. (2015). Few Companies Actually Succeed at Going
Global. Retrieved September 04, 2016, from https://hbr.org/2015/03/few-companiesactually-succeed-at-going-global
Summary:
The article compares companies percentage of success from going
global to staying local. The article talks about what companies have
done in order to positively move abroad, but it also mentions how
sometimes it is better, financially, for the company to stay local in
order to be more successful.
Evaluation:
This article mentions how sometimes it is better to stay local than go
global because of the difficulty of adaptation in different countries.
Direct Quotes:
Global expansion is also more complicated to manage. In the 1990s Boise
Cascade, a large, vertically integrated wood-products manufacturer in the
U.S., decided to expand to Brazil, where it acquired timberlands and built a
new mill.
Operating in Brazil, however, turned out to be much more difficult than
expected because of regulatory, political, and cultural differences.
Management attention, including frequent trips to Brazil, took far more time
than for similar plants at home.
Reference 4:
E. (n.d.). How to Take Your Company Global. Retrieved from
https://www.entrepreneur.com/article/159252
Summary:
The article discusses come important bullet points needed to be
understood when taking a company abroad. The article explains what
other companies have done in order to be successful. It gives advice
on what to do before going abroad, how to handle import, export and
what to do once you have gone abroad.
Evaluation:
The article discusses what companies should follow before going abroad,
how to handle import, export and what to do once you have gone abroad,
using other successful companies.
Direct Quotes:
Onebigdifferencebetweendoingbusinessdomesticallyandinternationallyisculture.
AccordingtoHilkaKlinkenberg,founderofEtiquetteInternational inNewYorkCity,
lessthan25percentofU.S.businessventuresabroadaresuccessful.