This website uses cookies to ensure you have the best experience. Learn more

Human Resource Management And Migrant Labour

2223 words - 9 pages

Human Resource Management and Migrant Labour


Table of Contents: ‎
‎1.‎ Introduction ‎
‎2.‎ Literature Review ‎
‎3.‎ Critical Analysis and Discussion ‎
‎4.‎ Conclusion ‎

Introduction:‎
Migration in every country leads to a change in the labour market. Countries like UK ‎grant immigration rights to the large numbers of immigrants every year and openly allow ‎immigrations from citizens of their former colonies. The attitudes of a country towards ‎immigration vary greatly on the particular employment patterns and needs at that given time, and ‎these attitudes may change over time. This paper will assess the changes in the labour market of ‎the UK due to the immigrations and its impact on the human resource management in an ‎international setting.‎
A flow of new migrants in any country may have a huge impact on the labour market, ‎however the positive or negative aspect of the impact greatly depends on the jobs being created ‎due to the spending of the immigrants to boost businesses and their production, the drop-off in ‎the activity of the existing population such as the retirement or number of dependent population, ‎and the capabilities of immigrants to fill the existing gaps of skills. Such factors are considered ‎when it is decided whether migration has actually affected the labour market of a particular ‎country negatively or positively. Moreover, in the UK, analysts suggest that the immigrations ‎have led to a huge impact on the labour market which is mostly regarded as a positive one ‎‎(Adesina, 2008, p. 72).‎
Literature Review:‎
According to the statistics and trends which have been observed in the labour market ‎since the 1940s when the mass migration took place, it can be concluded that there have been ‎several positive impacts of migration when it comes to the diversity and the increase in skill ‎levels. But at a critical level of analysis, it can be said that there have been many distributional ‎impacts which means that competition levels in the market rose and businesses experienced more ‎rivalry. As the years have passed since the 1940s, the pressure of migration has increased and the ‎impact of immigration on the UK local communities have also been obvious especially at a time ‎of rapid change that Britain is going through continually from time to time. This is why countries ‎need to maintain the laws and policies for migration and control the negative effects (Ham, 2010, ‎p. 152).‎
Migration has taken place in a number of countries which had opportunities in the labour ‎market. However, due to this migration, the prominent labour markets such as that of the UK ‎have been overcrowded which has resulted in the reduction of wages. The impact of immigration ‎on the labour market is rather a challenging task which is dependent on a number of factors. ‎Some of the important factors are the characteristics of the migrants including skill level, family ‎composition, age distribution, health status, temporary or...

Find Another Essay On Human Resource Management and Migrant Labour

Strategic Management and Strategic Human Resource Management

3306 words - 13 pages The purpose of this paper is to identify the reasons why strategic management driving strategic human resource management (HRM) and how the strategic human resource management (SHRM) makes benefits for organisation. Besides the introduction and conclusion, the body of this essay has composed by five sections which involve strategic management, strategic human resource management, role of human resource management, a discussion part, and the

Human resource management and Personnel management

1970 words - 8 pages PART I: IntroductionThe relationship between human resource management and personnel management has been arguing for many years. The strongest argument among all the advocates is whether human resource management is the same as personnel management only with another name or it is different concept.Some debates are as follow:Approval perspectiveCritical perspectiveGuest: its capacity to satisfy some key propositions such as 'strategy integration

Human Resource Management and Total Quality Management

2793 words - 11 pages perceived as a long-term and comprehensive objective of the entire organization - communicated and integrated across all organizational functions. Nevertheless, he claims that HRM (Human Resource Management) department has sufficient contribution in developing quality through the company. If the HRM department fails to recognize its role and act properly in the TQM implementation, this may hinder the other departments from effectively fulfill their

Human Resource Management Roles and Responsibilities

1080 words - 4 pages Human resource management focuses on securing, maintaining, and utilizing an effective work force, which organizations cannot survive without. Human resource management involves a variety of activities, which include recruitment, and screening of prospective employees, the study of training needs, preparing human resource forecasts, the development of compensation systems, and an understanding of the laws that effect the performance of these

Integrating Strategy and Human Resource Management

1330 words - 5 pages Chapter 4 Case - Integrating Strategy and Human Resource Management 1. Based on these descriptions of the experience of People’s Bank, Ingersoll-Rand, and Maid Bess, what is the unifying theme of the role played by human resource management? To begin with, human resource management is the process of hiring and training employees so that employees become more knowledgeable of their job tasks, and more valuable to the company. Hiring and

Human Resource Management And The Global Marketplace

1598 words - 6 pages Management PAGE \* MERGEFORMAT 9 Running head: HUMAN RESOURCE MANAGEMENT AND THE GLOBAL MARKETPLACEHuman Resource Management and the Global MarketplaceMarch 27, 2010AbstractThe author discusses the importance of Human Resources Management and the three key components that she views to be the most affective in the global market place in the next 10 years: Strategic Human Resource Management, Comparative Human Resource Management, and

Strategic and Operational Human Resource Management

2665 words - 11 pages improve the performance and efficiency of the organization and benefit the organization in various aspects in relation to growth and competitive advantages. Fundamental changes were afoot in the world economy by the end of the twentieth century. Human resource management and its functions have been effected by changing of business environment. These changes greatly affected business and caused a series of human resourcing problems,such as

Human Resource Management and Health Care

1451 words - 6 pages I. Introduction Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011

Human Resource Management and Labor Relations

1743 words - 7 pages Human Resource Management and Labor Relations The role of today’s Human Resource Manager (HRM) is much more involved than in the past. Human Resources (HR) has ordinarily been referred to as Personnel. Formerly, the manager in this field, whether it was referred to Personnel or HR, held a narrow margin of responsibilities. Today’s HRM has the unique role of looking out for the interests of both the employee and employer. Technology

Trends and Challenges in Human Resource Management

2915 words - 12 pages earning corporations.Compensation and employee benefits are often the driving mechanism for several corporations and until recently, other beneficial factors are also key components for retaining key employees.In this essay, our group of human resource professionals will discuss the overall fundamentals of the human resource function which includes how a complete performance management system differs from the use of annual performance appraisals

Project Management and Human Resource Managment

1482 words - 6 pages most projects. Therefore, the project manager must also strongly relate with the customer's goals. Having ultimate responsibility for success or failure, the project manager must provide project direction; planning; control of all costs, schedules, and resources; and customer satisfaction. Human Resource Management ...One of the characteristic features of the human resource management literature is the pivotal role which has been given to

Similar Essays

Human Resource Management Internal Labour Markets

956 words - 4 pages Human Resource Management - Internal Labour Markets (ILMs)Occur when firms adopt a policy of recruiting workers at a low-level, then advancing them through a sequence of jobs within the enterpriseEmployee's entire career takes place within a single organisation - 'cradle-to-grave'Typical employee relationship with the firm are characterised by:1. Long-term attachments· The longer a worker is happily employed, the greater the worker's

Changes In The Business Environment And Labour Market Affect Human Resource Planning (Hrp)

1980 words - 8 pages others, can place constraints on human resource management. Therefore, HR managers must analyze the external environment to identify any strategic opportunities and threats that may be present in the future, so that the organization can take the advantage of external opportunities and minimize external problems.The labour market is the geographical area from which employees are recruited for a particular job (Mondy et al. 1999). Changes in the

Human Resource Management And Traditional Personnel Management

4899 words - 20 pages in the external labour market. References Guest, D., "Human Resource Management and the American Dream", Journal of Management Studies, 2001. Watson, T., Management Organisation and Employment Strategy, Routledge and Kegan Paul, London, 1986. Legge, K., Power, Innovation and Problem Solving in Personnel Management, McGraw-Hill, Maidenhead, Berks, 1978. Hope, V., Knights, D. and Wilmott, H., "The

Human Resource Management And Traditional Personnel Management

4570 words - 18 pages competitive advantage might be derived. The language used to describe the approaches made at the different times was not that which is currently used to describe and explain HRM, but there is every likelihood that in time a rational association emerged between these business strategies and the labour-acquisition strategies adopted by these archetypal enterprises.One of the consequences of the appearance of human resource management (HRM) has been