Riordan Corporate Compliance Plan Riordan Manufacturing Riordan Manufacturing is a global plastics producer with an employee base of 550. The company has projected annual earnings at $46million and is owned by Riordan Industries. There are different segments of the company but the major customers are the automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers, bottlers, and appliance manufacturers. The company has recently undergone some strategic changes
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Recruitment and Selection Strategies HRM/531 November 25, 2013 Properly designed recruitment and selection strategies provide businesses with important tools necessary to obtain top talent effectively and in the most efficient manner. Hiring the right people and placing them in the right job is very important to the success or failure of a business. The cost of recruitment, selection and training can be high and this is well known. For this reason hiring should only occur
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the International Spotlight: India 2 Globalization and International Linkages 34 The Political, Legal, and Technological Environment 36 The World of International Management: Social Media and the Pace of Change 36 Political Environment Ideologies Political Systems 38 39 41 Legal and Regulatory Environment Basic Principles of International Law Examples of Legal and Regulatory Issues Privatization Regulation of Trade and Investment 44 44 45 48 50 Technological
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Market size 14 Market growth 15 Competitive intensity 15 Competitive entry 15 Entry barriers 16 Political environment 16 Political issues for consideration in market selection 17 Risk assessment 17 Legal environment 19 Legal systems 19 Economic environment 20 Economic development 20 Culture 22 Infrastructure 23 Conclusion 23 References 26 International Market Selection Issues and Methodologies Kai F. Mahnert, Sarah McGauley, Laura McGrath
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required those must consider how their activities affect the surrounding society such as communities (human rights, labor issues,...), environmental protection,… World Business Council for Sustainable Development (WBCSD, 1999) as cited in Wong & Ahmad (2010) gave the most common definition of CSR as: “the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community
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experienced auditing firm is needed, as well as performance based pay contracts for publically traded companies’ officers. The goal is simple, change the mindset of CEO’s, boards of directors (BOD’s), and shareholders by teaching them the fundamentals of business ethics. To obtain our goal, we must first have a basic understanding of existing legislation and the willingness to create new legislation for the betterment of America. To begin, a discussion in regards to the Sarbanes-Oxley Act is important for
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Abstract A union’s duty of fair representation refers to the legally enforceable expectation that union representatives will treat all bargaining unit employees the same. The present case involves seven truck drivers, who took it upon themselves to stop their work without the permission of the plant manager, in order to pressure the company to increase their wages. Managers often use distributive bargaining strategies to negotiate over wages. Employers often use bulletin boards to post information
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Responsibility & the Law Assessment 1: Individual Essay Introduction Corporate Social Responsibility (CSR) is defined by Ferrell et al (2011) as “an organisation’s obligation to maximize its positive impact on stakeholders and minimize its negative impact”. CSR can therefore be viewed as a corporation's agreement with the world. CSR is most commonly used alongside the “ethics” term but they actually differ as ethics are the guidelines to be used for business decision making. Ethics, according
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•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management
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•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management
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