Human Resources

As the Mohawk continues to grow in the country and expands globally, companies are becoming more diverse and employees have different views on what they think are acceptable in the workplace, and that is undoubtedly a moral conflict I will cause it. Mohawk has developed a code of conduct to help employees make decisions, raise high standards of work, create a series of benchmarks to evaluate performance, and strengthen the company's identity. The Code of Conduct can also provide guidelines for acceptable actions, but it does not necessarily address the company's broad principles and desires, which is personal personal beliefs and values.

Our approach to managing human resources in the global environment is guided by its general corporate human resources management approach. Most companies in human resource management: ethnocentricism, multicentricism, regionalism or centrist. The decision will depend on several factors, such as government regulation, size, structure, strategy, attitude, company staffing. The ethnocentric approach uses local people from the country of business to fill major domestic and foreign positions. This approach is useful when new technologies are introduced in other countries. It is useful even when the previous experience is important. In developing countries, companies may require companies to transfer their expertise and skills by training employees in their host country to train and train employees in their own country. The goal is to have employees in host country prepare for management.

In the global competitive world, the rapid development of technology and the importance of human resources are key to the development of the whole organization. Strategic human resource management is a strategy to achieve human resources (human resources manual) goals to link human resources to strategic goals and objectives, to improve performance and to develop organizational culture Basically, we will formulate policies and set overall goals, with emphasis on placing organizations within their environment through personnel activities (recruitment, selection, training, remuneration, etc.) (Boxall, 1992). The main focus is to improve employee productivity by focusing on personnel plans with long-term goals and business barriers arising outside of human resources.

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