In the following article, we will find out to what extent Ms. Mellinger is right in her statement and how French human resource
management itself takes care of French employees. At the same time, after a short check of the country, the general Human Resource Management of the country with regard to employee recruiting, special reporting procedures and the particularities of
the French management style will be examined and pointed out. A closer look will also be taken at the employment contract in France, with particular emphasis on permanent and fixed-term contracts, as well as a look at special features of the general
employment contract.
Table of Contents
1 Introduction
2 Basics of the work
2.1 Human resource management
2.1.1 Human resource management in general
2.1.2 Goals of human resource management
2.2 The country France
2.2.1 General facts about the country and the people
2.2.2 The economic situation in France
3 The Human resource management in France
3.1 Peculiarities of HRM in France
3.1.1 Selection, recruiting and termination of employment
3.1.1.1 Searching and recruiting of new employees
3.1.1.2 Termination of employment
3.1.2 Reporting obligations of employers
3.1.3 Leadership styles in France
3.2 The employee contract in France
4 Summary
Aim and Topics
This work examines human resource management in France, asking how French HR practices address employees and whether French workers place particular importance on personal attention from their managers. It considers recruitment, termination, employer reporting obligations, leadership and employment contracts against a brief account of HR management and the French economy.
- Fundamentals and objectives of human resource management
- France’s economic and employment context
- Recruitment, selection and termination procedures
- Employer reporting obligations
- French leadership styles and comparisons with Germany
- Permanent and fixed-term employment contracts
Excerpt from the Book
Searching an recruitment of new employees
In general, a company in France is free and independent to choose which employee to hire. There are only two things that need to be taken into account in the first place. First of all, this would be the protection against discrimination. Within a company, three bodies are responsible for taking action against discrimination. The first is the labor inspector, the works council and generally the personnel delegates. Discrimination occurs when different people are treated differently on the basis of origin, gender, customs, sexual orientation, age, identity, family situation or pregnancy. The same applies to reasons such as ethnic origin, nationality, race, political views, etc. If there are several possible applicants, these reasons must not influence the employer's decision. Only the professional criteria may be considered. The other points to watch out for are certain setting priorities. These include employees who have been dismissed for economic reasons and part-time employees who would like to change to a full-time position. In which way the employer hires an employee is largely up to him. A recruitment agency such as the "pôle emloi" can be called in to help with this, or it can be done conventionally by placing job advertisements on their own. However, companies should keep a few things in mind. The job advertisement must be written in French without any foreign language terms. At the same time, no discriminatory requirements with regard to descent, gender, etc. may be included. For example, the job may not be advertised separately for women or young men only. If discrimination of any kind is contained in the job advertisement, a prison sentence of up to 3 years and a fine of up to 45,000€ can be expected. For this reason, in France both forms of gender are often mentioned in job advertisements.
Chapter Summaries
Introduction: The opening introduces the question of how French managers relate to employees and outlines the work’s examination of French HR practices.
Basics of the work: This chapter explains the role and objectives of human resource management and provides background on France, its population and its economy.
The Human resource management in France: The main chapter discusses recruitment and dismissal, employer reporting requirements, leadership styles and employment contracts in France.
Summary: The final chapter revisits the work’s central question and brings together its discussion of management, employment practices and employee relations.
Keywords
human resource management, France, employee relations, recruitment, discrimination, termination of employment, reporting obligations, leadership styles, employment contracts, fixed-term contracts, permanent contracts, minimum wage
Frequently Asked Questions
What is this work about?
It examines distinctive features of human resource management in France, including employment practices and relationships between managers and employees.
What are its main topics?
The main topics are recruitment, termination, employer reporting obligations, leadership styles and employment contracts.
What question guides the work?
The work asks how French HR management responds to employees and considers the claim that French employees expect personal attention from their managers.
What research method does the author use?
The author draws on published literature and online sources to describe and discuss French HR practices, with some comparisons to Germany.
What does the main chapter cover?
It follows the employment relationship from recruitment and selection through reporting obligations, leadership, contracts and termination.
Which keywords characterize the work?
Key terms include French human resource management, recruitment, employee relations, leadership, employment contracts and termination.
How does the work address discrimination in recruitment?
It discusses protected characteristics, professional selection criteria and restrictions on discriminatory job advertisements.
Which employer reporting obligations are discussed?
The work describes the prior employment declaration, personnel reporting and the maintenance of a personnel register.
How are permanent and fixed-term contracts treated?
The author compares their general characteristics and discusses conditions associated with fixed-term employment.
- Quote paper
- Anonym (Author), 2020, Peculiarities in the management of human resource. The case of France, Munich, GRIN Verlag, https://www.grin.com/document/979068
