Identify the compelling arguments for and against one of the following policies in a developing country. Include the perspective of the host country itself, the MNE, and the local workforce affected. Choose one
Child labor is a major problem in many developing countries of Asia and Africa. Child labor occurs is places where there is poverty and lack of education facilities. In many countries parents need to pay for education which they cannot afford. While some children at times even work to pay for their own education. They don’t have a healthy upbringing. They can be prone to various air-borne diseases due to direct contact with hazards chemicals in factories. The tasks that the children do are physically demanding. This make them
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The HR roles in compliance to the code of conduct for MNE would be regular cost- benefit analysis and even performance review system for employee. Some other roles would be trying to improve condition of workplace, introducing safety measure to do various difficult tasks. MNE could also provide education and food to the labors. This could help improve standard for the host country would help MNE to promote it Social corporate responsibility to the community. Many NGOs around the world work toward the cause to eradicate child labor which is a very good global ethical cause. The biggest constrain for such NGOs is that they do not have enough funds to fund this cause. MNE participation could be a very good global ethical cause towards improving the condition of child laborers. http://siteresources.worldbank.org/EDUCATION/Resources/278200-1099079877269/547664-1099079934475/547667-1135281552767/Child_Labor_issues.pdf. www.indianembassy.org/policy/Child_Labor/childlabor.htm.
What HR policies would you recommend be reviewed—through the ‘lens’ of religious diversity and inclusion— in order to assure your HR policies are well-aligned with your stated ethical standards and demonstrating inclusion of your growing Muslim population.
With growing population of Muslims around the world joining the work force, it becomes necessary for HR practitioners to understand and accommodate some of their religious practices in order to retain employment. It is