The Law And Saudi Arabia Employment Law

“The most successful nations in the future will be those which develop high quality, skilled and motivated workforces and make good use of them.” Government White Paper (1994)

Lerman, R.I. & Schmidt, R.S. (2011). An Overview of Economic, Social, and Demographic Trends Affecting the United States Labor Market. Retrieved April 19, 2016, From http://www.dol.gov/dol/aboutdol/history/herman/reports/futurework/conference/trends/trendsI.htm

problem at hand is the rising rate of unemployment. This problem must be dealt with

Amongst reading the material presented in this chapter about the job market trends, I was able to determine that the job market is extremely dynamic and has a great rate of change depending on the company’s needs. These adjustments also affect salaries, if there is a high demand for a position where there is a shortage in qualified candidates the salaries and benefits will be higher. As new technologies grow, the need for employees in these areas do as well, people need to maintain their skills up to date and seek professional growth to be able to keep up with the requirements and challenges of this fast pacing changing job market. However, some of these changes in the job market are being caused by the rapid change in the workforce. Companies are having to adapt some of their philosophy and the way they view employees, because so much has changed in the way the workforce behaves. Let’s examine the

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

Each year, many blue and white collar employers alike are having the same problem when trying to hire new workers- the skills gap. Generally speaking, the skills gap is the minimal amount of skilled tradesmen in the workforce who do not necessarily work at a desk or in an office, but do the types of job that require a career and technical education, such as being a welder, carpenter, or machinist. Statistically speaking, skilled tradesmen make up eighty-six percent of our country's economic prosperity, and up to eighty-five percent are important to our standard of living. As of the moment, our country is in jeopardy; we are lacking more skilled workers than ever, and in only four short years, there will be ten million jobs needed to be filled

As the entire world, the workforce faces a continual changes over years. The workforce in 1980 is not the same now. Nowadays, businesses have many different kinds of workers with many different characteristics due to the age, ethnicity, gender, race, communication style and so many others.

“The skilled professional jobs are currently suffering with labour shortage because they are high in demand with a limited number of people in that field” (Grant, 2015). When there is a labour shortage, the employers may “transfer or promote their workers” (Cole, Chhinzer & Dessler, 138) so they will remain in their organization to meet the strategic goals and market demand. By doing so they may increase their pay and benefits which makes it an advantage for those people who are in the professional industry and it also benefits the organization too. The organization may also hire externally but will need to go through an intensive recruitment process to select the right quality and quantity of people to meet the demands of the market and the strategic goals of the organization. Unfortunately, it is a disadvantage to the organizations because they are putting in money and time into selecting and hiring workers during the Canadian

Laborers in the United States will lose their occupation, as their work is moved to alternative areas around the world. In July, for instance, Wachovia Corporation declared arrangements to move a large number of its data innovation (IT) occupations to India and told its 3,000 U.S. IT laborers to plan for lay-offs. The suspicion is that these going to-be dislodged laborers will be re-employed quickly, and at significantly the same wages. The information on reemployment results are constrained, however citizens can get a sign from the Bureau of Labor Statistics Displaced Workers Survey (2004). The overview demonstrates that, of specialists who were dislodged somewhere around 2001 and 2003, 35 percent were still unemployed in January 2004,

However, life has changed, globalization and feminism have had a huge impact on the work environment all around the world. Technology has also made many jobs easier, yet very, very similar. Because of these changes, unemployment has become an issue all around the globe. The government views the unemployment situation as an individual problem.  From the government’s perspective, unemployment is due to the lack of training of the individual.  However, because

According to economic theory, an individual’s occupation attainment is a function of the employer’s willingness to hire person and the individual’s desire to work in a particular position, i.e. labor demand vs. labor supply. Labor demand is examined by the individual’s endowment, such as level of education. Labor supply is acquired from a utility maximization model

As the variation of workers’ income levels, status and values about business and the character of the U.S. government, significant social impacts are generated from these changes (Earl, as cited in Knapp, Sharma & King, 2007). First social impact involves changing career models. According to Sullivan (as cited in Terjesen, 2006), conventionally, careers have followed an upward, linear series through one or two firms or consist stable employment in one progression. Terjesen (2006) claims that globalization and technology have changed the essence of careers and of the psychological employment agreement which was initially regarded as exchange of employee loyalty for job security, and this contract has moreover been damaged by the pressure of outsourcing, particularly when employees are required to train individuals from overseas who are possibly take their jobs. A study of technology laborers found that 20% of them had trained an individual from overseas (Terjesen, 2006). Therefore, for the purpose of maintaining employability in the new career model, the U.S. workers are individually required to exploit portable, specific knowledge, skills and core competencies. Furthermore, the offshoring of jobs in the U.S. has generated the backlash, which can be defined as a strong negative reaction by a large number of people, such as one reaction to something that has recently changed in society (Oxford Learners’ Dictionaries, 2015). According to Terjesen (2006), the considerations

Sum, A., & McLaughlin, J. (2010). The Massive Shedding of Jobs in America. Challenge, 53(6),

Ali, A. J. (2010). Islamic challenges to HR in modern organizations. Personnel Review. 39 (6) p. 692-711.

Employees are indispensible to an organization. Personnel management, now known as human resource management (HRM), ensures that an organization produces maximum output with the greatest efficiency. The role of HRM covers selecting and hiring the right employee, training and retaining talent, wage dispensation to maintaining employee relations (Nankervis et al, 2011). In this essay, we will be looking into a case study of HRM in Brunei and will cover three topics. Firstly we explore how culture affects the way a country runs its economy, its legal and political system, and how they adapt to technology. Next, we discuss how HRM allows individual employees to acclimatize themselves to technical differences in an organization.