Humain Resoures

Chapter 2

Laws and Employee Relations

Julia Yuan Song Ph.D March， 2010

Type A, J, and Z Organizations

Type A Organization Individual

(American) • Short-term employment • Rapid evaluation and promotion • Highly specialized careers • Individual decision making and individual responsibility • Explicit, formal controls, and segmented concern and attention

Type J Organization Collective

(Japanese) (J • Lifetime employment • Slow Evaluation and promotion • Non-specialized career path • Consensual decision making and collective responsibility • Implicit, informal controls, and holistic concern and attention

Type C Organization

Groupism

Is there Is there aa Type C Type C organization? organization?

Chinese Style (Confucianism +continental culture)

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OVERVIEW

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Why are laws and regulations important to HRM?

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Major EEOs in U.S.A Major labor laws and regulations in China

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Unions and Employee Relations � The reason to care Unions � What do Unions do? � In U.S.A � In China New Law, New Challenges, New opportunities

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Ⅰ. Why are laws and regulations important to HRM?

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Major EEOs in USA

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Equal employment opportunity � That means ’the right of all people to work and advance on the basis of merit, ability, and potential ‘ � Equal Pay Act of 1963（公平工资法） � Civil Rights Act of 1964（民权法） � Age Discrimination in Employment Act of 1967（雇用年龄歧视法） � Rehabilitation Act of 1973（职业恢复法） � Pregnancy Discrimination Act of 1978（怀孕 歧视法）

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Immigration Reform and Control Act of 1986 （移民改革与控制法） Americans with Disabilities Act of 1990（美国 残疾人法） Older Workers Benefit Protection Act of 1990（老年工人福利保护法） Civil Rights Act of 1991（民权法） Family and Medical Leave Act of 1993（家庭 与病假法） Other State and Local Government Equal Employment Laws

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Major HR functions governed by laws

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Hiring competitor’s employees Using contractors and employment agencies Wages and hours Workplace health...