Compare the Human Resource Strategies of Colgate in U.S. and Marks&Spencer (M&S)

2008 Words Aug 13th, 2013 9 Pages
Table of Content

1. Introduction ------------------------------------------------------------- P.3

2. Literature Review ------------------------------------------------------- P.4-5

3. Company Background------------------------------------------- P.6

4. Comparison of C&B Strategies ------------------------------------- P.7-8

5. Cultural Background -------------------------------------------------- P.9-12

6. Conclusion -------------------------------------------------------------- P.13

7. References --------------------------------------------------------------- P.14

2/14

1. Introduction

The comparison of human resource practices of Colgate-Palmolive Company in
U.S. and Marks and Spencer
…show more content…
2010 HRM a contemporary approach, 6th edn.
Pearson Education Ltd. P.660]

2.1d Perlmutter (1969) defined three organizational types based on senior management’s cognitions or mindsets: the ethnocentric, polycentric and geocentric organization. Later he defined a fourth mindset namely, the regiocentric. [Beardwell, J &Claydon,T. 2010 HRM a contemporary approach, 6th edn.
Pearson Education Ltd. P.646]

4/14

C&B Offers | Direct | Indirect | Competitive salary and vacation |  | | Bonuses and Recognition Awards |  | | Flexible spending accounts | |  | Childcare Centre | |  | Emergency in-home care for dependentchildren and adults | |  | Tuition Assistance | |  |

2.2 Direct Financial Compensation and Indirect Financial Compensation

Direct financial compensation including wages, salaries, bonuses and commissions provided at regular and consistent intervals. Besides that, the salaries and wages equitable and to be close to market adjustments or increase in cost of living, fair commissions or performance bonuses.

Indirect financial compensation including life, supplementary

Related Documents