Maquiladoras challenge human resources

Article Abstract:

Human resources (HR) in Mexico's Maquiladora industry, in which US companies employ foreign labor, is subject to changing rules and regulations. The Border Industrialization Program, passed in 1966, allowed US companies to employ inexpensive labor and enabled economic mainstreaming for poor northern Mexican states. However, an overview of the affects of the program in the Tecate and Temsa regions of Mexico reveals a variety of difference between HR experiences in Mexico compared to the US. In the Tecate and Temsa regions, paying only a minimum wage has caused labor shortages, and has contributed to high annual turnover rates of 120% and 135%, respectively, lower quality, and higher prices. Unlike US employees who are open about why they are leaving a job, Mexican companies have difficulty determining the reasons. It is recommended that attractive wage and benefits packages be developed to lower the turnover rates.

Employment, Economic policy, Mexico, Outsourcing, Offshore assembly industry

---

Human resources: preparing for the next century

Article Abstract:

Corporate decentralization and downsizing will mean smaller, more efficient economic units, transformed by high technology. The personnel department will have two main functions: setting policy and administering company plans. Other roles include succession planning, senior management development, strategic planning, work force deployment, compensation and benefits planning, equal opportunity, and equal pay and ethics. Many automated functions will be further enhanced. Integrated telecommunications systems will permit easy access to information, conference calls, training sessions, sales presentations, and product demonstrations. Administrative and record-keeping functions will become easier. For example, expert systems will be able to resolve workplace problems as well as interpret company benefit plans.

Forecasts and trends, Forecasting, Decentralization (Management)

---

How to calculate the cost of human resources

Article Abstract:

Personnel managers should assume a leadership role in developing performance indices for use in decision-making, cost-benefit analyses, and program evaluation. Such indices have six qualities: a preset algorithm for measurement, action-controllability, periodic measurement, regular and steady communication flows, a trend line and baseline index, and support from senior management. Steps in developing a model for investment decision evaluation include: creating a cost element list, developing and finding cost element sub-parts, evolving model structure, collecting cost estimation data, developing optional scenarios, operating the model, and creating 'what-if' analyses.

Models, Performance, Finance, Mathematical models, Human capital, Cost accounting

Similar abstracts:

• Abstracts: Negligent hiring/retention adds to human resources woes. How to navigate the river of legal liability when hiring
• Abstracts: The care and weeding of office records. How to do a better job of buying office supplies. Program replaces flowers for office support
• Abstracts: Supervising in an employee-owned company. How to read your company's financial report
• Abstracts: Learning how to face that stressful situation. The stress explosion. Resiliency in the face of stress

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.