加拿大论文代写：劳动力市场的全球化

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加拿大论文代写：劳动力市场的全球化

劳动力市场的全球化将在很大程度上影响发展中国家，因为任何国家的工人的收入都是发展中国家大部分居民的主要收入来源。它主要影响，属于社会的贫困区，没有自己的物质资产的那些工人。几十年来，发达国家的工资停滞不前，主要原因是劳动力的全球化，尤其是向发展中国家提供低工资工人的发展中国家（白银，2003）。劳动力市场的全球化正在努力使全球市场上的劳动力市场一体化，这有助于缩小发达国家工人与发展中国家现有劳动力之间的差距，主要是因为全球技术水平的提高。另一方面，全球化的工作是为国内的收入不平等在各个国家的增长的一个原因。各国正在使用保护主义政策来减少全球化势力的影响，这不是处理这些问题的好办法。不同国家的政策制定者应该采取措施，帮助全世界的劳动者适应世界各地不断变化的环境。劳动力市场的全球化看作是一个由非专业的经济学家多数人悲观方法（屠宰，1997）。工人失去工作的恐惧，甚至看到外国进口商在工资结构有下降的趋势，服务外包和移民工人等另一方面，经济学家们认为，劳动力市场的全球化对劳动力的国家，为他们提供选择的雇主利益的机会，更高的生产率，以便宜的价格强职业成长甚至货物。一个程序也推出了针对改善和提高工人和雇主双方即市场计划的全球化和劳动的动机水平（GLM）。

加拿大论文代写：劳动力市场的全球化

The globalization of labour markets will largely affect the developing countries as the earnings from the workers of any country contributes as the major source of income for the large  part of inhabitants of developing nations. It mainly affects those workers that belong to poor sections of the society and have no material assets of their own. The wages are stagnant in developed countries since decades and the major reason for this is determined as the globalization of labour especially with the developing countries that provide low –wage workers to developed countries (Silver, 2003). Globalization of labour markets is working for the integration of labour markets at global front that is helping in bridging the gap between the workers of developed countries and the labour available in developing countries mainly because of the advancement of technology at global level. On the other hand globalization is working as a reason for the increment of domestic income inequality in various countries. Nations are using erecting protectionist policies to diminish the effects of forces of globalization which is not a very good approach to deal with the problems.  Instead the approach of policymakers of various counties should be such that they can help labours all over the world in adjusting with the ever changing environment all round the world. Globalization of labour markets is viewed as a pessimistic approach by majority of people other than professional economists (Slaughter, 1997). Workers have the fear of job loss and even see a downward trend in wages structure from foreign importers, outsourcing of services and immigration of workers etc.  On the other hand economists see globalization of labour market as an opportunity for labours of the country that provides them with the benefits of choice of employers, higher productivity, strong career growth and even goods at cheap prices. A program is also launched for the betterment and improving the motivational level of the workers and employers both i.e. the Globalization and Labour Markets programme (GLM).

美国杜兰大学论文代写：员工培训

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美国杜兰大学论文代写：员工培训

Hoskisson（1999）表明，战略人力资源管理是不是天生的一个资源基础观，但它已经在它的开发工具。据他说，战略人力资源管理有助于提供所需的资源，从而支持组织执行重要战略和行动计划。因此，人力资源管理一直支持它对组织的资源收集和执行能力的贡献，这些能力在任何规模的项目中都是必不可少的。另一种观点认为，它是观察到的最有价值的，独特的，和模仿的资源，组织的知识，可以用来操纵，使用，和变换的多组织资源（Grant，1996；Kogut和Zander 1992）。这是一个有趣的观点，因为它显示了组织将知识产权和知识资源作为其经营行业的竞争优势的能力。最近，这一转变和重点已经从员工管理转移到组织的战略贡献中。这就导致了以不同的方式发展员工招聘，其重点是个人的内在素质和拥有可直接用于组织的知识。然后，它转向更多的知识管理和管理知识型员工，发展他们的技能，创造与员工惊人的关系，并执行基于知识的成果奖励计划（马西斯和杰克逊，2005）。在知识传播的任务，技术，工具，和人，最好的知识是人们体现知识形成组织的核心能力的基础，在发展其价值主张也基本（Argote和英格拉姆，2000）。这个特别的人体现知识理论也被Morris和Snell欣赏（2007）。他们认为，组织中的人拥有知识是重要的，必须定期培养和维护，这样才能使员工和组织更有价值。

美国杜兰大学论文代写：员工培训

Hoskisson (1999) informs that strategic HRM was not born of a resources based view but it has been instrumental in its development. According to him, strategic HRM has been helpful in providing the required resources which then supports the organisation’s execution of important strategies and action plan. Thus, HRM has been supportive in its contribution to the organisation’s resource gathering and execution capabilities which are essential in any size of project. In another view, it is observed that the single most valuable, distinctive, and imitable resource that organisations have is knowledge which can be used to manipulate, employ, and transform multiple organisational resources (Grant, 1996; Kogut and Zander 1992). This is an interesting perspective as it shows the ability of organisations to make their possession of intellectual knowledge and knowledge based resources as a competitive advantage in the industry of their operations. Recently, the shift and focus has moved from employee management to their involvement in strategic contribution to the organisation. This has resulted into the development of employee recruitment in a different manner which focuses on the individual’s inherent qualities and possession of knowledge that can be directly used for the organisation. Then further, it has shifted into more of knowledge management and managing knowledgeable workforce and developing their skills, creating striking and winning relationship with the employees, and executing rewards programs for knowledge based results (Mathis and Jackson, 2005). Where knowledge is spread across tasks, technologies, tools, and people, the best possible knowledge base is the people-embodied knowledge which forms the foundation of the organisation’s core capabilities, and is also fundamental in developing its value proposition (Argote and Ingram, 2000). This particular theory of people embodied knowledge is also being appreciated by Morris and Snell (2007). They maintain that knowledge possessed by people of the organisation is important and must be nurtured and preserved periodically which makes it more rewarding for the employees and the organisation.