12. Employment Legislation
Minimum Wages
(Salaria Minima)
• Zone A - 67.29 pesos
• Zone B - 63.77 pesos
Employees Nationality/
Expatriatism
• 10% Expatriate regulation
Federal Labor Law - FLL
(Ley Federal De Trabajo)
• Workspace balance
• No discrimination
Labour law
13. Employment Legislation
Seniority Versus Merit
• Eligibility based on
skills and knowledge
Mandated Training
• Adequate training to
increase productivity
Employment Termination
• Justified
• Unjustified
Labour law
16. Cultural Context
Hofstede Dimensions
Power Distance
- Distribution of power in society
- Mexico - hierarchical society, centralization of power
Uncertainty Avoidance
- Level of tolerance to ambiguity
- Mexico - establish relations for business
Individualism – Collectivism
- Extent to which an individual is integrated in the society
- Mexico - preference for “in-group”
17. Cultural Context
Social beliefs
FamilyStructure
• Immediate & extended
members
• Patriarchal model
• Disintegration of
traditional family
structure
Religion
•Religious society
•Holidays affect
absenteeism
18. Cultural Context
Culture and the workplace
Nepotism in hiring practices
E - Recruitment NOT preferred
Glass - Ceiling
Upper - Management makes all decisions
Male - Dominated workplace
20. Training Implications
Training & Development Need =
Standard Performance – Actual Performance
“Any attempt to improve current or
future employee performance…”
21. Training Implications
Disadvantages:
• Employee disengagement
• Employee dissatisfaction
• Employee disempowered
Selection of Training Courses
Facts:
• Large power distance
• Managerial control over the
team
22. Training Implications
Basic On-the-job Training
Reduces errors…
But…
• High work pressure
• Low job efficiency
• Work-life imbalance
Creates:
No soft skills developed
• Analytical skills
• Communication skills
Leads to poor customer service
Because…
23. HR assess KSAs of employees and makes training decisions
Training decisions should be agreed by both parties
Courses on Hospitality & Personal development courses
Training Implications
Training Recommendations
24. Performance management
“Human resource management process concerned with getting the best
performance from individuals in an organisation, as well as getting the best
performance from teams, and the organisation as a whole.”
(Armstrong 2000)
25. Performance management
Recommendations
• Widespread use of forced ranking
• Not aligned to collectivist culture
Appraisal
tools
• Missing deadlines not uncommon
• More appraisals than once
annually
Timeframes
• Evaluation based on relationship
• Rater biases
Performance
evaluation
26. Performance management
• Sensitivity around criticism
• Careful when providing
performance feedback
Providing
feedback
• Strict termination laws
• Legally defensible processTermination
• Ethnicity less important than suitability
of leadership style to the region
• May be looking for different types of
leaders
Leadership
considerations
Recommendations
