Global Human Resource Group ProjectCountry – GermanySelected H.docx

Global Human Resource Group Project
Country – Germany
Selected HR Function: “Communication “
The purpose of the Project is to analyze (Germany’s) business
and work environment in order to make recommendations for
how to improve Communication. The specific HR functions
selected “Communication” analyze the possible impact to a
company. Assume you are presenting to a CEO, providing
advice on HR considerations, business practices, and other
critical human capital management aspects.
1. Background Information (2 Full PowerPoint Slides)
Evaluate Germany’s workforce characteristics and employment
conditions
2. HR Function: Communication (2 Full PowerPoint Slides)
Analyze Germany’s business and work environment in order
to make recommendations for how to improve Communication.
Power Point Slide Format:
· Please do not use bullet points.
· Each slide needs sufficient text to describe or analyze the HR
functions or other areas that you have selected (HR Function=
Communication)
· You will need to describe or analyze your research findings in
paragraph form.
· Font Size 12, Times New Roman
Global Human Resource
Group Project
Country

–
Germany
Selected HR Function:
“Communication
“
The purpose of the Project is to analyze
(Germany’s)
business and work
environment
in order to
make recommendations for
how to improve
Communication
.
The
spe
cific HR
functions selected
“
Communication
”
analyze
the p
ossible impact to a company.

Assume you are presenting to a CEO,
providing advice on HR considerations,
business practices, and other critical
human capital management aspects.
1.
Background Information
(
2
Full
PowerPoint Slides)
Evaluate Germany’s workforce chara
cteristics and
employment conditions
2.
HR Function: Communication
(2
Full
PowerPoint Slides)
Analyze Germany
’s
business and work environment

in order to
make
recommendations for how to improve Communication.
Power Point Slide
Format:
·
Please do not use bullet po
ints.
·
Each slide needs sufficient text to describe or analyze the HR
functions
or other areas that you have selected
(
HR Function=
Communication)
·
You will need to describe or analyze your research findings in
paragraph
form.
·
Font Size

12, Times New Roman
Global Human Resource Group Project
Country – Germany
Selected HR Function: “Communication “
The purpose of the Project is to analyze (Germany’s) business
and work
environment in order to make recommendations for how to
improve
Communication. The specific HR functions selected
“Communication” analyze
the possible impact to a company. Assume you are presenting to
a CEO,
providing advice on HR considerations, business practices, and
other critical
human capital management aspects.
1. Background Information (2 Full PowerPoint Slides)
Evaluate Germany’s workforce characteristics and employment
conditions
2. HR Function: Communication (2 Full PowerPoint Slides)
Analyze Germany’s business and work environment in order to
make
recommendations for how to improve Communication.
Power Point Slide Format:
functions
or other areas that you have selected (HR Function=
Communication)
your research findings
in paragraph
form.

Germany’s Business and Work Environment
Students Name
Institutional Affiliation
Date
Background Information On Germany’s Workforce
Characteristics
Germany’s workforce comprises of more than forty million
people. The workforce also comprises of people from different
ethnicities and cultures because of the functional and effective
integration system in place. Majority of the workforce lies
between the age of eighteen and above although at special
occasions, young adults of fifteen years old are allowed to
work. There are lot of legislations governing the relationships
between the employer and employee (What legislations? Name
at least two with the source). In addition, there are also labor
unions which oversee that the workers’ rights are safeguarded.
Need more content to fill this slide…..
Background Information on Germany's Workforce
Characteristics Cont’d.
The Germany workforce is highly skilled because of its
education and training systems which are spread across the
whole of Europe (Brewster, 2017). Because of this, Germany’s
pay is relatively high (Muehlemann, 2016) . This act is a source

of motivation to the employees which in turn leads to an
increase in the general productivity of the workforce. Germany
is the widely used language in Germany, although there are
other languages (What other languages?). In regards to
communication, there are set guidelines and communication
procedures which characterises the business relationships in
Germany( What set guidelines and communication
procedures?/source?) Perhaps, there is a clear cut between
business relationships and business relationships in Germany
and the two ought not to be mixed (This statement makes no
sense, please edit.) Also, discrimination in workplaces in regard
to gender and race is very minimal and prohibited (Where is the
source to prove this statement as true)
Need more content to fill this slide…..
Functions and Recommendations for the HR in Regard to
Communication
The Germany workforce is characterised by a strict and well
defined vertical hierarchical structure (Oesch, 2015). This
means the hr will have to adopt and implement this kind of
(Needs details and source). The hr will develop a structure
where each individual will have his or her clearly defined roles
and responsibilities. According to the structure(What structure,
needs more details and source), the hr will set out a
communication structure outlining the channel and procedure
for passing important communication regarding the
company(needs more details and source). Another characteristic
that defines the Germany working environment is the intense
use of written communication company(needs more details and
source).
Need more content to fill this slide….. More recommendations

for Germany to improve communication. This is a research
project, so you must use great research skills and information
gathering.
Functions and Recommendations for the Hr in Regard to
Communication Cont’d.
Written communication is considered as a useful resource for
future reference (Brewster, 2017). This is independent of the
type of relationship existent between the two individuals. This
means that the company should install infrastructures that will
allow for such type of communication (more details needed with
source). In addition, the Germany workforce is well conversant
with information technologies. Therefore, the Hr will can go
ahead to implement telecommunication infrastructuremwithin
the company which will allow communication through written
formats such as email (so Germany doesn’t have email
capabilities? More details needed ). However, the company will
have to employ an IT personnel as it is required by the law if
the company has more than five employees. This will be an
effort aimed at maintaining information security of the
confidential and personal information communicated through
this channels.
Need more content to fill this slide….. More recommendations
for Germany to improve communication. This is a research
project, so you must use great research skills and information
gathering.
References
Muehlemann, S., & Pfeifer, H. (2016). The Structure of Hiring
Costs in Germany: Evidence from Firm‐Level Data. Industrial

Relations: A Journal of Economy and Society, 55(2), 193-218.
Retrieved from
https://onlinelibrary.wiley.com/doi/abs/10.1111/irel.12139
Oesch, D. (2015). Welfare regimes and change in the
employment structure: Britain, Denmark and Germany since
1990. Journal of European Social Policy, 25(1), 94-110.
Retrieved from
https://journals.sagepub.com/doi/abs/10.1177/095892871455697
2
Brewster, C., Hegewisch, A., Mayne, L., & Tregaskis, O.
(2017). Employee communication and participation. In Policy
and Practice in European Human Resource Management (pp.
154-167). Routledge. Retrieved from
https://www.taylorfrancis.com/books/e/9781315231426/chapters
/10.4324/9781315231426-10
Class Member Discussion Topic Responses
Grading Criteria
You are required to respond with depth, breadth and insight to
the discussion question(s) as well as one of your class members.
Your response to the discussion question(s) must be tied back to
the chapter material and outside research is expected. When I
ask you to support your answer, you are expected to combine
opinion with, minimum 2, citations, insight from your
experiences, observations of others experiences, analysis of the
facts/information and a conclusion. PLEASE do not limit your
citations to just the book! Find other supporting material
outside of the class structure. You are also required to answer
the question posed by the instructor and class members’. (Please
note: The guidance outlined above will contribute to you
“meeting the expectations” for the discussion. Additional
participation will contribute to a grade that will “exceed the
expectations” for the discussion

The combined original reply and two responses are worth up
to 20 points per student. The criteria used to determine the point
distribution will be:
Original Reply:
10 points
Initiated Peer Reply (2):
8 points
Uses of sources:
2 points
Cite examples, textbook material, or your own supporting
material to back up your opinion.
Action: Read the below peer discussion board posts and provide
your classmate with feedback on your opinion of their position.
Do you agree and why? Do you disagree and why? Replies to
your class members’ are intended to move the discussion
forward. Telling them that they simply did a good job is not
acceptable. Statements like "I feel", "I believe" and/or "I think"
are difficult to measure and, highly, subjective. Asking a
question or two about the position they took will move the
discussion forward. Replies are 200 word minimum
Peer Reply #1
Case Study 7-2: Incentive Pay
by Joshua Albo - Tuesday, November 5, 2019, 8:16 PM
What changes made in the department satisfy the circumstances
cited in the agreement that would allow the company to
eliminate incentive pay? Support your answer.
The changes made in the department did satisfy the
circumstances cited in the agreement that would allow the
company to eliminate the incentive pay. The Collective
Bargaining Agreement (CBA) has a mention of Article V, which
states, “Changes, modifications, or improvements made in
equipment, material, or product. If there is any such change,
modification, or improvement in existing equipment or material
or on an existing product, the company may change the

elements of the rate or rates affected by such change,
modification, or improvement but will not change the elements
not affected by such change, modification, or improvement”
(Carrell & Heavrin, 2014, pg.281). By the company making
innovations, they were able to speed up production and cut
down on their workforce. Under section B provision number one
can apply because the company had changes in machinery, and
this new equipment is allowing the company to cut down on
everyday tasks and speed up the process. With these
adjustments, they can change the incentive pay and the rate
changes according to section B.
The company stayed within the guidelines of the CBA
agreement, and even though this may seem unfair to the
remaining employees, the company found another way to meet
CBA requirements. The employees affected by this grievance
have valid arguments of why they are upset, but the only thing
they can do is request a revision in the agreement at the
expiration of the current deal. If this case went to arbitration,
they would probably side with the company over the union due
to the vagueness of the current agreement. There isn’t enough
detail provided within the provisions to be able to say the
circumstances don’t satisfy the agreement to eliminate incentive
pay.
Incentive pay is said to, “It can create tension among co-
workers. Team bonuses can create animosity between high-
performers and those who produce less. In addition, low-
performers could feel pressured by others to perform at a level
they can’t achieve” (Boue & Corradino, 2019, para.21).
Incentive pay can cause these issues, but so can machines
replacing workers, so by eliminating these employee's incentive
pay and the threat of being replaced, this company can face
some severe issues of lowering employee morale. The union had
every right to appeal to this agreement because they have to
ensure the protection of their members.
Peer Reply #2
Incentive Pay

by Trevia Dalley - Monday, November 4, 2019, 2:13 PM
cited in the agreement that would allow the company to
eliminate incentive pay? Support your answer.
The changes made in the department that satisfy the
circumstances cited in the agreement are located in Section B of
Article V:
"1. Changes, modifications, or improvements made in
modification or improvement in existing equipment or material
modification or improvement but will not change the elements
not affected by such change, modification, or improvement."
The Company implemented a new mechanical device that cut
out a step (fracture tests on furnaces) and significantly cut down
on the workforce in this department, even eliminating one
position classification altogether.
Though I do not agree with the Company's stance, I can see how
the careful wording in the CBA would allow for an
interpretation that would eliminate the incentive pay for the
remaining employees. After all, the very definition of incentive
pay is: "A monetary gift provided to an employee based on
performance, which is thought of as one way to entice the
employee to continue delivering positive results. Incentive pay
may come in the form of a bonus, profit-sharing, or
commission." (“What is incentive pay? definition and meaning,”
n.d.)
After the slash in workforce, do the remaining employees not
deserve an incentive? If the incentive cannot be monetary, due
to budgetary constraints, "as an employer you can also offer
non-financial incentives, often called casual incentives. This
could be things like gifts or dinners that the employer has
already paid for. It could also involve giving employees the
option to buy shares in a company." (Benstead, 2018)

This could potentially boost morale in a department that has
seen significant changes.
Grading Criteria
the discussion question(s) as well as
one of your class
members. Your response to the discussion question(s) must be
tied
back to the chapter material and outside research is
expected. When I ask you to support your answer, you are
expected to combine opinion with, minimum 2, citations, insight
from your experiences, observations of others experiences,
analysis of the facts/
information and a conclusion.
PLEASE do
not limit your citations to just the book!
Find other supporting material outside of the class structure.
You are also
required to answer the question posed by the instructor and
class members’. (Please note: The gu
idance outlined above will
contribute to you “meeting the expectations” for the discussion.
Additional participation will contribute to a grade that wil
l

“exceed the expectations” for the discussion
The combined original reply and two responses are worth
up to
20 points per student. The criteria used to
determine the point distribution will be:
Original Reply:
10
points
Initiated Peer
Reply (2):
8
points
Uses of sources:
2 points
material to bac
k up your opinion.
Action:

Read the below peer discussion board posts and provide your
classmate with feedback on your opinion of their
position. Do you agree and why? Do you disagree and why?
Replies
to your class members’ are intended to move the
discussion forward. Telling them that they simply did a good
job is not acceptable. Statements like "I feel", "I believe" and
/or "I
think" are difficult to measure and, highly, subjective. Asking a
question
or two about the position they took will move the
discussion forward
.
Replies are 200 word minimum
Peer Reply #1
Case Study 7
-
2: Incentive Pay
by
Joshua Albo
-
Tuesday, November 5, 2019, 8:16 PM
cited in the agreement that would allow the company

to eliminate incentive pay? Support your answer.
The changes made in the department
did satisfy the circumstances cited in the agreement that would
allow the
equipment
, material, or product. If there is any such change,
modification, or improvement bu
t will not change the elements
(Carrell & Heavrin, 2014, pg.281).
By the company making
down on their workforce. Under section B provision
number
one can apply because the company had changes in machinery,
and this new equipment is allowing the company to cut
down on everyday tasks and speed up the process. With these
adjustments, they can change the incentive pay and the
rate changes accord
ing to section B.

CBA requirements. The employees affected by this
grievance have val
id arguments of why they are upset, but the only thing they can
do is request a revision in the
agreement at the expiration of the current deal. If this case went
to arbitration, they would probably side with the
Grading Criteria
the discussion question(s) as well as one of your class
members. Your response to the discussion question(s) must be
tied back to the chapter material and outside research is
expected. When I ask you to support your answer, you are
expected to combine opinion with, minimum 2, citations, insight
from your experiences, observations of others experiences,
analysis of the facts/information and a conclusion. PLEASE do
not limit your citations to just the book! Find other supporting
material outside of the class structure. You are also
required to answer the question posed by the instructor and
class members’. (Please note: The guidance outlined above will
contribute to you “meeting the expectations” for the discussion.
Additional participation will contribute to a grade that will
“exceed the expectations” for the discussion
The combined original reply and two responses are worth up to
20 points per student. The criteria used to
determine the point distribution will be:
Original Reply: 10 points
Initiated Peer Reply (2): 8 points

Uses of sources: 2 points
material to back up your opinion.
Action: Read the below peer discussion board posts and provide
your classmate with feedback on your opinion of their
position. Do you agree and why? Do you disagree and why?
Replies to your class members’ are intended to move the
discussion forward. Telling them that they simply did a good
job is not acceptable. Statements like "I feel", "I believe" and/or
"I
think" are difficult to measure and, highly, subjective. Asking a
question or two about the position they took will move the
discussion forward. Replies are 200 word minimum
Peer Reply #1
Case Study 7-2: Incentive Pay
by Joshua Albo - Tuesday, November 5, 2019, 8:16 PM
cited in the agreement that would allow the company
to eliminate incentive pay? Support your answer.
The changes made in the department did satisfy the
circumstances cited in the agreement that would allow the
modification, or improvement but will not change the elements
(Carrell & Heavrin, 2014, pg.281). By the company making
down on their workforce. Under section B provision number
one can apply because the company had changes in machinery,

and this new equipment is allowing the company to cut
down on everyday tasks and speed up the process. With these
adjustments, they can change the incentive pay and the
rate changes according to section B.
CBA requirements. The employees affected by this
grievance have valid arguments of why they are upset, but the
only thing they can do is request a revision in the
agreement at the expiration of the current deal. If this case went
to arbitration, they would probably side with the

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