Essays on The Implications of Regulatory and Jurisdiction Environment for the Recruitment Coursework

Download full paperFile format: .doc, available for editing

The paper "The Implications of Regulatory and Jurisdiction Environment for the Recruitment " is an outstanding example of human resources coursework.   Regulatory and jurisdiction practices are important in any economy because they help an organization to have an environment that is steady, stimulates innovation, leads to the development of effective products and smoothens restricting and order within an organization. Also, regimes in regulations which encourage friendly competitions are important because they help the organization in terms of employment, competitions and thus economic growth. More so, the employment law review by most governments says that there is a need for flexibility in the organization so that all of the employees will be empowered while working (Thomas et al. , 2013).

However, expatriates usually face many challenges like culture shock when working in enterprises, and they need to adapt to this organization regulation and jurisdictions. The paper is a discussion of; The implications of regulatory and jurisdiction environment for the recruitment and management of expatriates. The first section discusses the various regulatory and jurisdiction practices in relation to mulch enterprises Then followed by the second section that describes some of the challenges expatriates faces in enterprises The third section focuses on the implications of regulatory and jurisdiction practices on recruitment and management of expatriates The last section is on the conclusion of the paper. Regulatory and Jurisdiction Practices in multi enterprises Multi enterprise occurs when a business has two or more stakeholders who are performing a collective activity together.

Majority multi enterprises have regulations governing them, and this regulation may be internal made or from the external environment like the government. Jurisdictions in multi enterprises may result from contracts which were made between the essential enterprise members and the parties who are from the outside the enterprise example; the suppliers and the customers.

According to Weitzenbock (2002), there is a need for a choice of jurisdiction clauses or law clauses when making the above decisions. Some of the agreements found in the jurisdiction and regulatory practices in multi enterprises are; on disputes resolution issues, rates of pay, classifications, remunerations, employment-related matters like termination, consultancy period, professional improvement and relationships, salaries, leaves and miscellaneous. Researchers have shown that employment regulation by employees are considered to be very important because they make sure that the lives of the employees are protected and that they have a legal framework where they could refer too during the process of management (Thomas et al. , 2013).

Also, organization regulations like dismissal or dispute prevention were very rare amongst most organizations that were regulated. However, when the employers had a face to face interview with the researchers regarding regulation issues, the results were different. The research found out that some employers viewed regulation to be burdensome. It was also viewed as complex because the regulation effect on organization future may be fatal, especially when the organization is unable to meet the legal requirements.

The employers who had embraced regulation were found to be less worried about lawsuit trials because they had a better understanding of what was expected of them during their work practice.


Dictionary of Human Resource Management (2001). Oxford University Press, Oxford

Dunning, J. H., & Lundan. S. M. (2008). Multinational enterprises and global economy.Edward Elgar Publishing.

Jordan, E., Thomas, A.P., Kitching, J.W., & Blackburn, R. A. (2013). Employment regulation. Part A: Employer perceptions and the impact of employment regulation.

McNulty, Y. (2014): The opportunity costs of local-plus and localization approaches to expatriate compensation. L. Berger and D. Berger (Eds, 6th Edition). The Compensation Handbook. Columbus, OH: McGraw- Hill Education

Oberg, K. (1960). Cultural Shock: Adjustment to New Cultural Environments. Practical Anthropology, (7), 177-182

Weitzenbock, E. M. (2002). Determining Applicable Law and Jurisdiction in contractual disputes regarding virtual enterprises. Teoksessa: Bygrave, Lee A. ( toim.), 15-27.

Download full paperFile format: .doc, available for editing
Contact Us