Critically discuss the merits of a ‘Global Code of HRM Conduct’ and confirm whether Ceutical would be well advised to implement a Global Code of Conduct approach.

In some countries trade unions and employment relations laws can either constrain or benefit HR practices in overseas offices. For instance, Dowling et al highlight a major challenge for MNEs in respect to the reaction of Home Country consumers to allegations of unfair employment practices, poor consumer practices and financial breaches etc even if these generate little or no reaction from consumers living in the Host Country.
The Global HR Director of Ceutical has asked you to carry out further research and provide a 2,000 word report discussing the Industrial or Employment Relations characteristics of your chosen country and critically discussing the merits of introducing a Global Code of HRM Conduct.
Instructions
1.      Select one country that was used for Assessment 2(A) – e.g. Vietnam, Singapore or Turkey
2. Carry out further research to discuss the key Industrial or Employment Relations characteristics for the country that you have chosen to review.
3. Drawing on IHRM theory and contemporary literature examined in this course outline the impact the Industrial or Employment Relations practices may have on the way Ceutical conducts its HR activities/functions/structure.
4. Critically discuss the merits of a ‘Global Code of HRM Conduct’ and confirm whether Ceutical would be well advised to implement a Global Code of Conduct approach.