Emerging countries have not been really affected by this crisis. In some emerging countries, skilled expatriates may be arrogant back home by opportunities resulting from economic growth uphold by foreign direct investment. That is one-way Canada and other developed countries could help democracy and prosperity flourish in these emerging countries and in developing countries.
Emerging countries are becoming more and more integrated into the world economy. Investments in companies of emerging countries may involve big risks than investments in more established companies. It is blocked because emerging countries don’t want developed countries benefit from Free Trade.
The emerging countries, growth is not enough to reduce the poverty of significant sectors of the population. For this the first emerging countries are elevating the global economy. Only 3% of the population of poor or emerging countries is now served by operators that are fully or partially private.
Five Characteristics of Emerging Markets
· Lower-than-average per capita income. The World Bank defines developing countries as those with either low or lower middle per capita income of less than $4,035.
· Rapid growth. To remain in power, and to help their people, leaders of emerging markets are willing to undertake the rapid change to a more industrialized economy.
· High volatility. That can come from three factors: natural disasters, external price shocks, and domestic policy instability.
· Capital markets .
· Higher-than-average return for investors. That’s because many of these countries focus on an export-driven strategy.
I choose Brazil for my project because is the hottest now in emerging market equity.
Brazil’s sovereign rating is supported by economic diversity, high per capita income, and a strong external balance sheet. The six month old administration of Michel Temer secured congressional approval for the spending cap last year and then he introduced a bill to reform social security, most of it taken up by public employees like judges and the military.
BRAZIL is the largest country in both South America and Latin America. At 8.5 million square kilometers (3.2 million square miles), with over 208 million people, Brazil is the world’s fifth-largest country by area and the sixth-most populous. The capital is Brasília, and the largest city by population is São Paulo. It is the largest country to have Portuguese as an official language and the only one in the Americas.
Brazil is the largest national economy in Latin America, the world’s ninth largest economy and the eighth largest in purchasing power parity (PPP) according to the 2017 estimates. Brazil has a mixed economy with abundant natural resources. Its GDP (PPP) per capita was $15,048 in 2016.Brazil is the 77th position according to IMF data. Active in agricultural, mining, manufacturing and service sectors Brazil has a labor force of over a 107 million (ranking 6th worldwide) and unemployment of 6.2% (ranking 64th worldwide). The country has been expanding its presence in international financial and commodities markets, and is one of a group of four emerging economies called the BRIC countries.
According to the Brazilian Law:
Foreigners often refer to Brazil as a country with very strict labor laws and too many benefits for its employees. In this article we will learn more about the Brazilian labor laws and its reflections on the behavior of Brazilian professionals.
Hiring in Brazil is somehow expensive. Costs with health insurance, meals, transportation, contribution to the social security department and other taxes paid to the government significantly increase the cost of an employee in Brazil.
The Brazilian consolidation of labor laws known in Brazil as Consolidação das Leis do Trabalho or simply CLT is the major legislation regulating labor activities in the country. It was created in 1943 and approved by president Getúlio Vargas.
Employment Rate in Brazil increased to 54.20 percent in October from 54.10 percent in September of 2017. Employment Rate in Brazil averaged 55.87 percent from 2012 until 2017, reaching an all-time high of 57.30 percent in November of 2013 and a record low of 53.10 percent in March of 2017.
The unemployment rate in Brazil fell to 12.2 percent in the three months to October of 2017 compared to 12.4 percent in the previous period and matching market expectations. After touching a record high of 13.7 percent in March, the jobless rate has been steady falling mostly due to rise in informal employment.
The number of people in both the labor forces (104.3 million) and detached from it (64.5 million) was nearly stable.
· Employed person increased to 91.55 Million in October of 2017 from 91.30 Million in September of 2017.
· Retirement Age Women in Brazil remained unchanged at 60
· Retirement Age Men in Brazil remained unchanged at 65
Areas of employement:
· Services 66%
· Agricultural workers: 20%
· Industry 14%
Behaviors and decision Making :
Family business concern to be a greater part of Brazilian .
Traditionally, Brazilian companies are vertically organized.
Keeping up appearances and good manners are a must while doing business in Brazil.
Business Meeting Style:
Brazilian people don’t go straight to business, they need to know you first personally and check you out.
It helps a lot when you are being presented by someone or a mutual acquaintance by your Brazilian counterpart.Showing personal interest.
Human Resource Management.
Human resource planning involves recruiting the best employees, training those employees and developing those employees for the future. Human resource planning requires the department to consider current and future business needs.
Human Resource Management monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use.
Human resource management involve human error during information input, costly technology to update your system and malfunctions or insufficient applications to support your human resources needs. There is a demand for computer and technology specialists with general information technology knowledge, and finding a qualified specialist with human resources functional area knowledge can be difficult.