HRM5120 UNIT 1-10 DISCUSSIONS AND ASSIGNMENTS. ORDER FOR HELP.

HRM5120 UNIT 1-10 DISCUSSIONS AND ASSIGNMENTS. ORDER FOR HELP.

 

Week 1

 

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Bottom of Form

  • PRINT
  • Understanding Differences in World Cultures

John is a global HR professional stationed in Dallas, Texas, and he partners with his host country recruiters to coordinate talent acquisition activities at their global hotel chain. In reviewing resumes for an administrative officer position, he notices that the majority meet or exceed company standards but there are two that are not favored by the host country hiring manager. John knows this is problematic and takes steps to fix the situation.

Most of us have had contact with people from other nations and cultures, and some of us have actually lived in other countries. What many of us are still not fully versed in is the many differences and similarities that exist in cultures across the world. It can be a challenge for professionals who are managing human resources in another nation to understand the unique cultural attributes of an environment with which they are not sufficiently familiar. Leaders and HR professionals need to synthesize these differences and their impact on the organization operating globally.

TO DO LIST

  • What You Need To Know:Read about examples from Korea and other countries for developing a global talent acquisition strategy that addresses key foreign markets.
  • Discussion:Describe what you would say to the senior leader who made the recommendations on the candidate resumes about the issues in the host countries.
  • Discussion Overview

Describe what you would say to the senior leader who made the recommendations on the candidate resumes and how you would approach some of the issues noted by the other managers in the host country.

  • What You Need to Know

Understanding Differences in World Cultures

    • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management (7th ed.). Cengage.
      • This book chapter discusses international staffing policies and practices of South Korean MNEs in China, including international staffing approaches, reasons for adopting the staffing approaches, recruitment and selection procedures and criteria, and repatriation management.
    • Overman, S. (2016). Tapping talent around the globeHRMagazine61(1), 46–49, 51.
      • This article discusses the rising cost and scarcity of global talent, as well as the timeframe to begin developing a global talent acquisition strategy that addresses key foreign markets.
  • Write Your Discussion Post

Foreign National Applicants and Referrals

HRM professionals working in a global setting need to bridge the gap between accepted U.S. HRM policies and what is appropriate and familiar to foreign nationals. Common challenges for the recruiting function include applicant requirements, diverse candidate slate and referral procedures. The expectation within the professional field of HRM in the United States is that the best qualified be considered successful applicants and possible candidates, which are processed through a standard procedure of evaluation and review.

Scenario

Consider that you are an HRM official in the United States and you have been provided a list of candidates with supporting resumes to consider for an interview and for possible selection as the administrative officer for your hotel chain in the host nation. As you review the list of eight resumes, you notice that six are strong resumes that meet or exceed the announcement for the job, which is based upon the official position description. The other two resumes neither meet nor exceed standards but have been identified as preferred applicants by the senior member of the host nation staff. You have a good relationship that you have developed over time with both local HRM professionals and the organization’s deputy who reports directly to the hotel chain’s senior leader. The culture of the host nation is high on masculinity and power distance.

Instructions

Consider that you could contact the senior leader who made the recommendations regarding the final selection of the candidate resumes, or the organization’s deputy (who happens to be senior to you), or the local human resources generalist, or her assistant.

For this discussion, respond to the following:

    • Which of the local national organization’s roles would you choose to discuss the two unqualified but highly recommended resumes? Why?
    • What should you say and how should you say it?
    • What should be the outcome of your conversation? What is your goal?

All discussion posts in this course should:

    • Demonstrate critical analysis and evaluation of the unit materials.
    • Reference trade publications and scholarly literature relevant to unit materials.
    • Engage in reflective modes of enquiry that both evaluate the current status of knowledge to determine gaps or needs for new knowledge and potentially create new areas of inquiry.
    • Suggest strategies and tactics for incorporating awareness of cultural dimensions into the practice of global HRM.

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation going by asking a question or sharing your opinion or a connection with your colleagues. Consider the following:

    • Did others choose the same folks to talk to that you did?
    • How were their approaches similar or different?

Week 2

 

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Bottom of Form

  • PRINT
  • Cross-Cultural Communication Effectiveness

Debbie, Carissa, and Christopher are New York-based HR professionals who traveled to the Caribbean to meet with the host-country factory general manager. The purpose of their trip is to discuss the GM’s talent needs when he expands operations into a new product line. The company utilizes a matrix organization structure so no group has authority over the other. The meeting started on the right foot but quickly went awry due to cultural communications differences and expectations. The New York team steps aside and brainstorms how to get the meeting back on track.

To fully understand the importance of communicating across cultures, we must first understand how to communicate best within our own culture. Given the nature of communication among people of the same culture, consider the enormity of differences that can and often do exist when different cultures come into play. When we have an organization that consists of people of different genders, ethnicities, temperaments, time perspectives, and cultures, we arrive at differences that have a scope and scale that create vast chasms of differences and similarities among people.

TO DO LIST

  • What You Need To Know:Read the articles about how to improve cross-cultural communications and explore the media pieces about different cultures.
  • Discussion:Explain some of the attributes affecting the events during the business trip and describe how you would address the communication issues.
  • Prepare:Read the Week 3 Cultural Considerations assignment and do some brief research about how Japanese culture views gift giving.
  • Discussion Overview

Explain some of the attributes affecting the events during the business trip and describe how you would address the communication issues.

  • What You Need to Know

Cross-Cultural Communication Effectiveness

    • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management (7th ed.). Cengage.
      • This article helps the reader open their mind to the diverse nature of an international community and how to be prepared for time-zone business interactions with people in cultures and places you have never experienced.

Cultural Intelligence and Dimensions

      • Culturally intelligent people have knowledge, mindfulness, skills, and cultural intelligence (CQ).
    • Cultural Dimensions.
      • Geert Hofstede first suggested in 1980 that you could measure the differences among your employees according to their country of national origin, and he outlined five key factors to define personal values by country of origin: individualism versus collectivism, power distance, uncertainty avoidance, masculinity versus femininity, and long-term versus short-term orientation.
    • Cultural Sensitivity Self-Assessment.
      • Take this assessment and indicate your level of agreement with statements about cross-cultural awareness and intercultural communication.
    • Toma, S., Marinescu, P., & Tohănean, D. (2018). Cultural dimensions of Japanese managementManager, (28), 17–23.
  • Write Your Discussion Post

Communication and Temperament Dynamics

Successful communication is at the core of any human-to-human interaction. In matters of organizational tasks, whether it be a commercial exchange among private sector companies or an interaction between non-governmental agencies, respectful communication exchanges are critical and essential.

Scenario

Consider an interesting situation faced by three professionals from an organization who have flown into a Caribbean country to meet with a host country national who runs the organization’s factory. The organizational representatives include the HRM director, the director of operations for the firm, and the safety professional. The intent is to discuss the number and types of positions needed to expand operations for a new product line. The product is of a more sophisticated nature than what is currently being produced. All representatives are peers in organizational terms, so they have no authority over the actions or decisions of each other. The three meet to discuss plans to review operational requirements and then move to build a staffing pattern. Early in the negotiations, it is clear that the host country national and the HRM director are getting along well and seem to be communicating effectively toward what appear to be common goals. The operations director seems frustrated and is asking lots of questions that do not seem to get answered, at least in his opinion. The operations director is very present-focused, while both of the other people are future-focused. Eventually, the operations manager becomes so frustrated he leaves the room and says he will come back later.

While this meeting is going on, the female safety professional has been waiting for two hours to see the maintenance supervisor at his office. He has not yet arrived. She calls the operations director, who is quite upset and is at the hotel having a drink because he is so frustrated with the way the whole trip is going. He says this is not the “way to do business.” Things are not going well for two out of three members of this visiting group.

Instructions

For this discussion, respond to the following:

    • What are some of the attributes affecting the events indicated above?
    • What could be done to remedy them?
    • Who in the group could do it and why should they?
    • How did things get off on the wrong foot?
    • Is culture the issue here? Or are there other things?

All discussion posts in this course should:

    • Demonstrate critical analysis and evaluation of the week’s materials.
    • Reference trade publications and scholarly literature relevant to unit materials.
    • Engage in reflective modes of inquiry that both evaluate the current status of knowledge to determine gaps or needs for new knowledge and potentially create new areas of inquiry.
    • Suggest strategies and tactics for incorporating awareness of cultural dimensions into the practice of global HRM.

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation going by asking a question or sharing your opinion or a connection with your colleagues. Consider the following:

    • How did others assess the situation?
    • Would you want to be on the receiving end of the advice that your colleagues have given? How would you react?

GO TO DISCUSSION BOARD

  • Assignment Preparation

Prepare for next week’s Cultural Considerations assignment by reading its instructions and scoring guide this week. Then do some brief research about how Japanese culture views gift giving.

Week 3

 

  • PRINT

·        Global Legal and Regulatory Environments

Marshall is an HR professional planning to terminate a long-term, Panama-based medical products production senior manager. The company has an employee manual in the United States, but there is a labor code in Panama that dictates how such terminations are to be conducted and severance paid. The HR director at company headquarters in Miami, Florida wants to execute severance pay based on the guidelines of the company’s U.S. policies and practices. The Panamanian labor code’s guidance is very different regarding severance and will differ in amount paid, timelines, etc. Christina, the HR specialist in Panama, disagrees with the headquarters’ recommendation, so Marshall has to negotiate an amicable solution.

No matter what nation you are working in or with, the one thing that HR professionals can count on is cultural differences. These differences have very specific impacts and originate at the very foundations of society throughout every nation in the world. The political, economic, and social contexts of a nation are the forces that impact upon any organization operating in that country. This is where knowledge of comparative political and economic systems is essential. Though HR professionals may not be in the lead in dealing with complex operational issues with the host country, they are likely to come face to face with issues that may make life interesting.

TO DO LIST

  • What You Need To Know:Read about the importance of HR professionals possessing a basic understanding of international labor standards and gift giving ethics and etiquette in Japan.
  • Assignment:Write an email to the employee who has been involved in a gift scenario in a global job location. Make recommendations for CapraTek’s gift policy.
  • Discussion:Provide advice you would give the human resources director about the best course of action with respect to the severance action in the scenario.
  • Interactive Learning Module:Analyze and understand the role of gift giving and other cultural norms that may differ from the U.S.

·        Discussion Overview

Provide advice you would give the human resources director about the best course of action with respect to the severance action in the scenario.

·        Assignment Overview

Write an email to the employee who has been involved in a gift giving scenario on the job, based on global cultural considerations. Make recommendations to leadership regarding CapraTek’s gift policy.

·        What You Need to Know

Global Legal and Regulatory Environments

  • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management(7th ed.). Cengage.
    • Chapter 3.
  • Dowling, D.C. (2009, March 16). How to conduct a layoff outside of the United StatesChief Information Officer.
    • This article reminds leaders that conducting a layoff overseas is far more complicated than in the U.S. and, as a result, it’s easy for U.S.-based companies trying to downsize outside the States to run afoul of foreign labor laws.
  • Verhoogen, E. (2016, April 27). How labor standards can be good for growthHarvard Business Review Digital Articles, 2–5.
    • This article stresses the importance of HR professionals possessing a basic understanding of international labor standards and emphasizes how strong, enforceable provisions on labor standards actually help vs. hurt global companies.

Gift Giving in Japan

Review the following articles to understand the gift giving ethics and etiquette of Japan:

·        Write Your Discussion Post

International Separation and Severance Scenario

The organization that employs you as an HRM professional is planning to execute a separation of a long-term employee. The company has an employee manual in the United States, and of course, there is a labor code in the nation of Panama where the medical products production lab that supports the company is located. The human resources director in the company headquarters wants to execute severance pay based on the guidelines of the company’s U.S. employee manual, which has no relationship with the Panamanian labor code, in large part because the company’s employee manual used by the operation in Panama has no discussion of severance. The Panamanian labor code’s guidance is very different regarding severance with respect to direct payments, how they should be distributed, how benefits should be maintained, and for how long, as well as a number of other areas, including leave and access to perquisites. The organizational member whose separation is pending is a very senior manager. The HRM specialist from the host nation disagrees with the headquarters’ recommendation. You are the HRM manager in the United States and supervise the HRM office in Panama.

Instructions

For this discussion, respond to the following:

  • What advice should you provide the human resources director about the best course of action with respect to this severance action?
  • What points would you make in support of your recommendation?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing. Consider the following:

  • How many other colleagues gave the same or similar recommendations?
  • Was there a consensus among the class?
  • Why do you think it worked out that way?

GO TO DISCUSSION BOARD

·        Interactive Learning Module: Japanese Cultural Difference

The Japanese Cultural Difference learning module will help you analyze and understand the role of gift giving and other cultural norms that may differ from the U.S. This is for your own self-assessment.

LAUNCH INTERACTIVE MODULE

·        Assignment Instructions

CULTURAL CONSIDERATIONS

Preparation

Complete the CapraTek: Cultural Considerations simulation, which involves a sales director who received an expensive gift and is seeking guidance on what to do. The gift is part of the cultural norm of the host country, but it may violate CapraTek’s gift policy. You will write an email to the employee, and based on global cultural considerations, you will make recommendations to leadership regarding CapraTek’s gift policy.

Instructions

Address the following in your email:

  • Analyze how Japanese culture views gift giving.
    • How do Japanese and U.S. attitudes toward gift gifting differ?
  • Assess CapraTek’s gift policy and cultural implications to make a recommendation.
    • In your final draft of the e-mail to Jason Lin, make a recommendation of what to do about the gift. Please consider there may not be a perfect answer, and you may recommend a course of action that includes keeping the gift or one that favors returning it.
    • Whatever course of action you recommend, justify your recommendation based on both the cultural issues and CapraTek’s gift policy. Support your recommendation with scholarly or academic sources.
  • Recommend modifications to CapraTek’s gift policy to avoid cultural conflicts.
    • Would a gift acceptance policy need to be specific to all the countries CapraTek resides in?

ADDITIONAL REQUIREMENTS

The deliverables for this assessment apply professional skills in HRM to workplace situations which you will likely encounter in your day-to-day work. As part of your learning, we focus on the development of effective professional communication skills for the workplace.

  • Length:
    • The e-mail should be one page, single-spaced.
    • Your analysis and policy recommendations should be 2–4 typed, double-spaced pages, including the resources page.
    • Note:Both assessment components should be submitted as one document.
  • Organization:Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12-point.
  • Resources:Use at least two scholarly or academic sources.
  • Evidence: Support your assertions with data and in-text citations, and create a reference list at the end of your documents.
  • APA formatting: Format resources and in-text citations according to Evidence and APA.
  • Written communication:
    • Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
    • Write for a specific audience, using the vernacular of the profession.
    • Use spell-check and other tools to ensure correct spelling and grammar.

EPORTFOLIO

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to share your analysis of a policy. This skill is necessary in a professional setting when you are trying to make recommendations. You will want to organize your assessments to more easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

SCORING GUIDE

Your work will be evaluated using this criteria.

VIEW SCORING GUIDE

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

  • Competency 1: Apply human resource principles and models in multiple contexts within a global environment.
    • Recommend modifications to CapraTek’s gift policy to avoid cultural conflicts.
  • Competency 3: Develop an awareness of global cultures and effective practices for working across cultures.
    • Analyze how the Japanese culture views gift giving.
    • Assess CapraTek’s gift policy and cultural implications to make a recommendation.
  • Competency 4: Communicate in a manner that is professional and consistent with expectations for human resource professionals.
    • Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.

SUBMIT YOUR ASSIGNMENT

Week 4

 

Top of Form

Bottom of Form

  • PRINT
  • Global Workplace Ethics and Standards

Cole is an expatriate HR professional for a large manufacturing organization in Brazil. Since he arrived at the offices in Sao Paulo, he has been treated with respect and continually receives presents from his operations counterparts. Over time, those gifts have become larger, to the point where Cole is questioning their appropriateness. Cole must somehow show his appreciation for the nice gifts but also educate, without offending his counterparts, that gift-giving in the United States is very different than in Brazil.

The United States stands before the world as a country of great economic and military power. It also has the commitment to human rights and a willingness to support its vital interests with all of its resources. Its commitment to human rights has seen the nation become involved in many challenging and important international organizations. HR professionals will interact overseas with host-country employees, local and national governments, and other civil society institutions. One of the challenges these HR professionals will face with operations in other nations is the variation of values, which tend to form ethical behavior.

TO DO LIST

  • What You Need To Know:Read about different models for ethics in business.
  • Discussion:Explain the appropriateness of accepting some of the gifts from the host country HRM professionals in a culturally sensitive manner.
  • Prepare:Read the assignment and the scoring guide for Week 5, Ethical Issues. Then review the CapraTek: Ethical Issues simulation.
  • Discussion Overview

Describe how you would explain the appropriateness of accepting some of the gifts from the host country HRM professionals in a culturally sensitive manner.

  • What You Need to Know

Global Workplace Ethics and Standards

    • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management (7th ed.). Cengage.
      • This article provides a perspective on ethical and unethical gift-giving policies in the United States.
    • Epley, N., & Kumar, A. (2019). How to design an ethical organizationHarvard Business Review97(3), 144–150.
      • From Volkswagen’s emissions fiasco to Wells Fargo’s deceptive sales practices to Uber’s privacy intrusions, corporate scandals are a recurring reality in global business.

Ethical Behavior Model

SHRM Code of Ethics

    • Society for Human Resource Management. (2014). SHRM code of ethics. http://www.shrm.org/about/Pages/code-of-ethics.aspx
  • Write Your Discussion Post

Ethics Case Study

Navigating the nuance of the political and legal challenges of foreign countries is a very difficult process, requiring significant knowledge and understanding of laws, culture, and social mores.

Scenario

You are working as an expatriate HRM professional for a large, manufacturing and knowledge-oriented organization overseas. Since your arrival, you have been treated with great respect and have received small presents and many courtesies. Over the last 12 months, you have even received some larger presents, which include several bottles of wine and the opportunity to purchase a vehicle locally at a remarkably reasonable price. Also, you have been introduced to many prominent people in the capital city. One introduction led to a series of invitations and a free European vacation. After this trip, you have begun to question the appropriateness of accepting some of these gifts and have begun to politely turn down other things that you have been offered.

Instructions

For this discussion, respond to the following:

    • What should you do?
    • What is going on and what is the intent of those presenting you with the gifts and opportunities?
    • What are these gifts intended for? Could some or all be aimed simply at making you feel welcome? Explain why or why not.
    • How might you be able to shift this situation to your advantage and orient the HRM professionals working with you in the host nation?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing.

    • Do your colleagues from other parts of the U.S. have different views about the gifts? Is it because of regional cultural differences in the U.S. also?
    • After reading your colleagues’ posts, how would you react as their manager in this situation?

GO TO DISCUSSION BOARD

  • Prepare

Prepare for next week’s assignment, Ethical Issues, by reading the assignment and the scoring guide. Then review the CapraTek: Ethical Issues simulation, which involves a CapraTek employee and the challenges she faces while setting up a new call center in India

Week 5

 

  • PRINT

·        Global Human Rights

Carrie is an HR professional at a large automotive company that has factories all over the world, including developing nations. Two of the three factories have had issues that have you engaged with the local HR team. You are challenged when you learn of social media exposing the factories’ deplorable conditions, including employees being assaulted, forced to work overtime, and work in a hostile environment.

Most of us hear about human rights through the media. Some of us practicing in a global HR role will actually face human rights issues, either directly or indirectly. Human rights issues come in many different variations from child labor issues to major safety concerns in an industrial setting. If your company has a relationship with an organization that is found to have questionable human rights practices, your company and you personally may be considered guilty by association.

TO DO LIST

  • What You Need To Know:Read about ethics and how companies should recognize the positive role that civil society organizations and human rights defenders play in protecting global communities.
  • Assignment:Prepare a 2–3 page report that provides an analysis of the events in the CapraTek: Ethical Issues simulation.
  • Discussion:Explain your immediate response to the factory human rights scenario and the first three actions you would take.
  • Interactive Learning Module:Check your understanding of the core principals found in SHRM’s Code of Ethics.

·        Discussion Overview

Explain your immediate response to the factory human rights scenario and the first three actions you would take.

·        Assignment Overview

Prepare a 2–3 page report that provides an analysis of the events in the CapraTek: Ethical Issues simulation.

·        What You Need to Know

Global Human Rights

  • Freeman, B., Lazala, M., Ineichen, M. (2019, January 16). Why businesses are nothing without strong human rightsGlobal Agenda, World Economic Forum.
    • This article emphasizes that companies should recognize the positive role that civil society organizations and human rights defenders play in protecting this space. Moreover, where reasonably possible, they have a responsibility to support these crucial actors when under pressure or threat.
  • Microsoft: Embedding human rights across a global technology company. (2014, November 4.) Business Social Responsibility, BSR.o
    • This article provides first-hand insight into how Microsoft’s senior leadership team addressed global human rights challenges and subsequently created a cohesive, global human rights strategy.

Cross-Cultural Ethics

Ethics vs Bribery

SHRM Code of Ethics

  • Society for Human Resource Management. (2007). SHRM code of ethics.http://www.shrm.org/about/Pages/code-of-ethics.aspx

·        Write Your Discussion Post

Human Rights Scenario

You are an HRM director of a large automotive company that has several factories in a developing nation outside the capital city. It is a politically stable nation with many economic and social challenges. There are three factories in overseas locations—two in the capital and one in a small community about 60 miles to the west. The two factories typically have issues that have you engaged with the local HRM folks about twice a week. The third factory is quiet and seems to roll along with little or no support or involvement from the local HRM folks, except for the occasional employee turnover. This morning you receive a call from your company’s public affairs officer telling you that there is a film on YouTube about the deplorable conditions at the factory outside the capital, including how people have to work mandatory overtime, women are assaulted, and the hostile environment allows the bullies in that factory to mistreat everyone else. Though the building is neat, clean, and productive, the human relations and human rights are dismal. Cameras filmed employees working 14 hours a day, six days a week, with bathroom breaks being given as rewards and workers only getting five minutes for meals. Two female employees were interviewed with their faces and voices shrouded and told stories of sexual assault by first-line supervisors.

Instructions

For this discussion, respond to the following:

  • What is your immediate response?
  • What are the first three actions you would take?
  • What longer-term efforts would you have the organization make?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing. Consider the following:

  • After reading other colleagues’ responses, did you forget any important steps?
  • What additional steps can you recommend to your colleagues?

GO TO DISCUSSION BOARD

·        Interactive Learning Module: Ethics and Human Resources Professional Conduct

The Ethics and Human Resources Professional Conduct learning module will help you check your understanding of the core principals found in SHRM’s Code of Ethics. This is for your own self-assessment.

LAUNCH INTERACTIVE MODULE

·        Assignment Instructions

ETHICAL ISSUES

Preparation

Complete the CapraTek: Ethical Issues simulation, which involves a CapraTek employee and the challenges she faces while setting up a new call center in India.

Review the SHRM Code of Ethics as a guideline for your responses to the situation, and consider the following:

  • Where did Rhonda make mistakes of judgment?
  • Where did her actions seem clearly inappropriate in terms of accepting assistance?
  • Where did CapraTek’s leadership guidance go wrong in this situation?
  • What future dangers do Rhonda and CapraTek face in dealing with the local business community?

Instructions

Prepare a brief 2–3 page report that provides an analysis of the events at CapraTek and include the following:

  • Analyze Rhonda’s ethical judgment to support your position on her conduct.
    • Include at least two areas of concern where she made mistakes and explain your rationale.
  • Evaluate the impact of Rhonda’s ethical judgment and CapraTek’s policies in the host country.
    • Include at least two areas where the employee and company will be challenged in future business within the community.

ADDITIONAL REQUIREMENTS

The deliverable for this assessment applies professional skills in HRM to workplace situations which you will likely encounter in your day-to-day work. As part of your learning, we focus on the development of effective professional communication skills for the workplace.

  • Length: 2–3 typed, double-spaced pages.
  • Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12-point.
  • Resources:Use at least two scholarly or academic sources.
  • Evidence: Support your assertions with data and in-text citations, and create a reference list at the end of your documents.
  • APA formatting: Format resources and in-text citations according to Evidence and APA.
  • Written communication:
    • Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
    • Write for a specific audience, using the vernacular of the profession.
    • Use spell-check and other tools to ensure correct spelling and grammar.

EPORTFOLIO

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to share your analysis in a brief report on a workplace event, which is a necessary skill in a professional setting when you are trying to make recommendations. You will want to organize your assessments to more easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

SCORING GUIDE

Your work will be evaluated using this criteria.

VIEW SCORING GUIDE

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

  • Competency 1: Apply human resource principles and models in multiple contexts within a global environment.
    • Analyze Rhonda’s ethical judgments to support a position on her conduct.
  • Competency 2: Navigate the global legal and regulatory environment and its application to human resource practice.
    • Evaluate the impact of Rhonda’s ethical judgement and CapraTek’s policies in the host country.
  • Competency 4: Communicate in a manner that is professional and consistent with expectations for human resource professionals.
    • Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. Communicate in a manner that is professional and consistent with expectations for human resources professionals and master’s level programs.

Week 6

 

Top of Form

Bottom of Form

  • PRINT
  • Managing Risk in a Global Environment

Jeannie is the HR professional responsible for people operations at her Columbus, Ohio-based apparel importer. The company has factories in Latin America that have successful safety track records. During the recruiting process for new maintenance employees, Jeannie learns that one of the favored candidates once participated in an insurgent political movement in the host country, and now Jeannie must decide how to proceed.

As we have seen throughout the course, the international workplace differs in many ways from that of the United States. The differences in safety standards, security requirements, and information privacy are among the most important. Outsiders in certain locations quickly realize that pretty much nothing is up to U.S. safety standards, and that has huge implications for the HR professional.

TO DO LIST

  • What You Need To Know:Read about the need for employers to be aware of cultural sensitivities when conducting reference checks and background investigations.
  • Discussion:Decide if there is really a problem in the hiring situation or if the historic record of the employee does not pose an issue.
  • Prepare:Read the Week 7 assignment, Workforce Relations, and research Korean culture and the impact of the culture on labor unionization in Korea.
  • Discussion Overview

Consider the facts associated with this hiring situation and decide if there is really a problem or if the historic record of the employee does not pose an issue.

  • What You Need to Know

Managing Risk in a Global Environment

      • This article reinforces the need for employers to be aware of cultural sensitivities when conducting reference checks and background investigations, as well as when managing the complexities of global background screening law and associated costs.

The following media pieces provide views of different cultures and communications when working internationally:

      • Child laborers often worked long hours under dangerous conditions to help support their families before reform occurred with the help of labor organizers.
    • Global Map of World Cultures.
      • This map provides a reference point to key cultures and provides insight into some social nuances for each culture.
    • Intercultural Communication.
      • These videos show real people talking about their experiences that involve differences between their culture and another culture they have either lived in or studied in. You will see there is a wide array of differences across the cultures of the world.
    • Working With Foreign Countries.
      • In this presentation, Mike Sobo speaks about the challenges and opportunities of working with foreign countries, including doing business in China, communicating with employees, cultural dynamics and challenges, managing a Chinese workforce, and working in a foreign country.
  • Write Your Discussion Post

Recruitment and Background Scenario

You are an HRM professional for a medium-sized company in the United States, importing children’s clothes for sale online around the world and in the country at high-end brick-and-mortar boutiques that market very elite fashions. The company has purchased two small factories in a Latin American nation that appear to have an acceptable safety profile. You spent a month hiring supervisors and two managers. One existing manager will be leaving soon. The staff is in the process of hiring plant employees who will be running sewing machines and maintaining the buildings. During the process of the building acquisition, an attorney was hired who proved instrumental to the process. Without her efforts, the deals would have fallen through. She was paid, of course. The recruiting process for sewing personnel and maintenance personnel is ongoing. Several maintenance candidates have been selected, and their background investigations are ongoing. Three maintenance workers have been conditionally hired and two are on a hire list for possible employment in the future. Local authorities have identified one of the three maintenance selectees as participating in an insurgent movement over 15 years ago that has long been disbanded and ended in a political agreement with the government. Your security officer is concerned and wants to deny employment. You have conferred with your locally retained attorney, and he says there is no issue.

Instructions

For this discussion, respond to the following:

    • How would you proceed in dealing with the situation?
    • What are the facts associated with this situation? Is there really a problem? What is it?
    • Should you consult with the company’s public affairs staff? If so, why?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing.

    • After reading other colleagues’ responses, did you forget any important steps?
    • What additional steps can you recommend to your colleagues?

GO TO DISCUSSION BOARD

  • Prepare

Prepare for the next assignment, Workforce Relations, by reading the assignment and scoring guide. Then research Korean culture and the impact of the culture on labor unionization in Korea.

Week 7

 

  • PRINT

·        Global Talent Management

Kyle is the HR manager assigned to staff positions for his company’s new central African factories, which will include U.S. expatriates and host-country foreign nationals. These positions require specialized skill-sets and experience, and are considered essential to the new manufacturing operations. One of the new positions will test Kyle’s sourcing capabilities, as it requires very specific citizenship requirements and board certifications, and the sourcing process may be limited to North America, Europe, Australia, and New Zealand.

Sourcing, hiring, on-boarding, developing, and retaining top talent is as important across the globe as it is in the United States. The same realization applies that a company can have the best technology, systems, and products, but without the best talent, their global value proposition is sorely diminished. Some positions will be staffed by host-country nationals and others will be staffed by U.S. expatriates. These hybrid types of talent acquisition arrangements can be complex and costly for employers, and they require expert handling by HR professionals.

TO DO LIST

  • What You Need To Know:Read three important chapters from your textbook and review short articles that focus on South Korea and this country’s etiquette, culture, and business practices, including unionization, which can support your analysis for the assessment.
  • Assignment:Write a 3–4 page analysis about what you learned from a small story of labor relations in the international workplace.
  • Discussion:Explain the challenges you will face in hiring medical and safety professionals in the new facility in Chad.
  • Interactive Learning Module:Deepen your understanding of Korean culture and how to deal with unions in South Korea.

·        Discussion Overview

Explain the challenges you will face in hiring professionals and assigning them to the medical and safety positions in the new facility in Chad.

·        Assignment Overview

Write a 3–4 page analysis about what you learned from a small story of labor relations in the international workplace.

·        What You Need to Know

Global Talent Management

  • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management(7th ed.). Cengage.
    • Chapter 5.
    • Chapter 6.
    • Chapter 7.

South Korea

These resources focus on South Korea and its etiquette, culture, and business practices, including unionization, which can support your analysis for the assessment:

·        Write Your Discussion Post

Overseas Sourcing Scenario

The organization for which you are a human resources manager has assigned you the responsibility to source a position in Ndjamena, Chad. Chad is a nation in north Central Africa that shares borders with Libya, Sudan, Niger, Nigeria, Cameroon, and the Central African Republic. The company is about to purchase several local factories, build two more, and set up a regional logistics hub. The installation is expected to have a large number of U.S. expatriates and third-country nationals that are already in the process of candidacy and selection. The company has contracted for housing and security, and transportation resources are currently in progress. Two skills have been determined to be essential for viable operation of the current facilities as well as the new factories and company housing facility. The two requirements that you have been assigned are for a physician’s assistant or nurse practitioner and a mid-career safety professional with extensive experience in manufacturing settings. The medical professional may be either a U.S. citizen, board-certified by a U.S. professional organization, or from the governing professional body of a developed nation. The safety professional requirements are quite specific, and the sourcing process may be limited to the United States and the EU, Australia, Canada, and New Zealand.

Instructions

For this discussion, respond to the following:

  • How would you approach this overseas employment procurement situation?
  • What might be some challenges you will face in hiring professionals and assigning them to these two positions?
  • What constraints does the organization face?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing. Consider the following:

  • Did any of your colleagues highlight hiring issues that you hadn’t thought about?
  • How should the company deal with some of the constraints?

GO TO DISCUSSION BOARD

·        Interactive Learning Module: The Impact of Korean Culture on Labor Unionization

The Impact of Korean Culture on Labor Unionization learning module will help deepen your understanding of Korean culture and how to deal with unions in South Korea. This is for your own self-assessment.

LAUNCH INTERACTIVE MODULE

·        Assignment Instructions

WORKFORCE RELATIONS

Preparation

For this assessment, consider the following scenario. CapraTek has several global HRM professionals on an extended assignment to Korea. The workforce in the Korean operation is relatively stable and has been non-union. Recently, a small group of employees has been moving in the direction of bringing a union to the operation. This group is looking to join a national trade union. That national union believes that if they could get into the organization through a small group or bargaining unit, then they could spread throughout the firm.

In consulting with your U.S. employees in Korea, they shared that they simply did not know what would happen. In the past, this union had been able to improve the compensation and working conditions of some occupations, but not all. Also, the organization process had at times become contentious and disruptive. Soon after the labor ministry approved the pipefitter union group, the union went into two more departments. They sought to organize the electricians and the assemblers. The assemblers represent about 80 employees, while the electricians are a small number like the pipefitters.

As union organizing activities began, the assemblers broke into two groups; one was sure that they wanted to become part of the union, while the other more seasoned portion of the group was not sure. The electricians did not want to say anything. They were unwilling to discuss activities with anyone in the firm but each other. This group of employees represented long-term employees who were well-compensated and often had a business on the side. They made an announcement through a letter to both the union organizer and the HRM that they had no interest in becoming part of the union. The assemblers went on for about two weeks and then the movement lost momentum as summer came and many people went on vacation. The assemblers notified the union and HRM that at this time they were unwilling to take a vote. During all of these activities you, as the senior HRM professional present, advised all management personnel on the labor code requirements with respect to organizational actions during organizing activities. All management personnel behaved professionally. There were no violations of the labor code in terms of organizing activates by management personnel.

This assessment is not about what you as an HRM professional in a global setting should do when faced with a situation of this type. It is about what you learned from this small story of labor relations in the international workplace. We know what happened with the pipefitters. The assemblers seemed to be fast to respond and slow to act, finally choosing not to act at all. Present your views of what occurred in this situation with the following points in mind:

  • In what ways was the union effective or ineffective in its organizing efforts? What are your reasons for your position?
  • What lessons in union activities has CapraTek HR in Korea learned from this experience?
  • What lessons has CapraTek corporate learned about dealing with international union organizing efforts? While union laws differ greatly from country to country, look at the general issues that might be applied to similar situations.
  • What cultural factors might have played a role in this situation? Which factors were the most significant? How did culture influence this situation’s outcome?

Instructions

Include the following in this assessment:

  • Evaluate the impact of culture on labor unionization.
    • What cultural differences did you find in your research on Korean culture? What role did culture play and how did it influence the outcome? What comparisons or differences can you make to U.S. culture?
  • Analyze this scenario to support your position on the effectiveness of the labor union’s organizing attempt.
    • How much of this effectiveness is driven by the national culture?
  • Analyze how workforce roles influence the attempt to organize labor unions.
    • What comparisons can you make to similar roles in the U.S., or what differences exist?

ADDITIONAL REQUIREMENTS

The deliverable for this assessment applies professional skills in HR to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.

  • Length: 3–4 typed, double-spaced pages.
  • Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12-point.
  • Resources:Use at least two scholarly or academic sources.
  • Evidence: Support your assertions with data and in-text citations and create a reference list at the end of your documents.
  • APA formatting: Format resources and in-text citations according to Evidence and APA.
  • Written communication:
    • Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
    • Write for a specific audience, using the vernacular of the profession.
    • Use spell-check and other tools to ensure correct spelling and grammar. Communication is thoughtful and free of errors that detract from the overall message. Understand the audience for each component and communicate appropriately.

EPORTFOLIO

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to share your analysis of issues and to make recommendations on labor relations, which is necessary in a professional setting when a union is present. You will want to organize your assessments to more easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

SCORING GUIDE

Your work will be evaluated using this criteria.

VIEW SCORING GUIDE

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

  • Competency 1: Apply human resource principles and models in multiple contexts within a global environment.
    • Analyze how workforce roles influence the attempt to organize labor unions.
  • Competency 2: Navigate the global legal and regulatory environment and its application to human resource practice.
    • Analyze this scenario to support a position on the effectiveness of the labor union’s organizing attempt.
  • Competency 3: Develop an awareness of global cultures and effective practices for working across cultures.
    • Evaluate the impact of culture on labor unionization.
  • Competency 4: Communicate in a manner that is professional and consistent with expectations for human resource professionals.
    • Articulate meaning relevant to the main topic, scope, and purpose of the prompt.
    • Support main points and conclusions with relevant and credible evidence.

Week 8

 

Top of Form

Bottom of Form

  • PRINT
  • Global Compensation and Benefits

Katerra is an Atlanta, Georgia-based HR professional with global compensation responsibility over the company’s grocery services divisions in North and Latin America. The company’s information technology is provided by a subsidiary in India, which you are not familiar with. Katerra has been charged with reviewing the subsidiary’s entire compensation structure.

One of the most complex challenges global HR professionals face is direct and indirect compensation in foreign nations. Though most employees expect parity among nations in many areas of employment; most of the time, there are great differences between compensation programs in the United States and the other country. Pay structures are formalized by researching and measuring salaries and benefits. These are not simple to design or execute but are essential to ensure that the organization aligns its corporate strategy to its compensation strategy. The processes associated with salary and benefit surveys require extensive time and cost to develop and deploy.

TO DO LIST

  • What You Need To Know:Read about how multinational organizations continue to grapple with global competition, employee expectations, and cost containment, while they are also focusing on overseas employment costs necessary to attract and retain their top talent.
  • Discussion:Explain how you plan to review the compensation structure for the IT subsidiary in India of the global grocery company.
  • Prepare:Read the Week 9 assignment, Global Compensation and Benefits, and begin your research about the types of benefits that could be included in an expatriate compensation package.
  • Discussion Overview

Explain how you plan to review the compensation structure for the IT subsidiary in India of the global grocery company.

  • What You Need to Know

Global Compensation and Benefits

    • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management (7th ed.). Cengage.
      • This article calls to light how multinational organizations continue to grapple with global competition, employee expectations, and cost containment. They are focusing on overseas employment costs necessary to attract and retain their top talent. Because compensation practices vary among countries, this undertaking is particularly challenging.

Expatriate Compensation

Global Compensation Considerations

The role of HRM professionals in all processes dealing with compensation is the closest the field gets to operational decisions that affect profit and loss. For this reason, our contributions in this area must be absolutely clear and accurate. All associated courses of action are critical and can shape the future of the organization’s success.

Scenario

You are an HRM professional with global compensation management responsibility over the company’s IT service provider in a foreign nation. Your company is among the largest corporations in the United States, providing grocery services in the United States, Canada, and Latin America. The company has an IT subsidiary in India, and you have been assigned the task to review its compensation structure. The issues involve compensation for employees, direct compensation, indirect compensation rates, and management incentive compensation.

Instructions

For this discussion, respond to the following:

    • How would you approach the assignment you have been given?
    • What resources might you consider and utilize?
    • What factors are involved in the work you have been assigned?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing. Consider the following:

    • What are some of the risks from this assignment?
    • Do any of your colleagues need to be aware of those risks?

GO TO DISCUSSION BOARD

  • Prepare

Prepare for the final assignment, Global Compensation and Benefits, by reading the assignment and the scoring guide. Then begin your research about how to determine base salary for managerial roles, the difference between foreign service inducements (hardship premiums) and types of cost-of-living allowances, and other types of benefits that could be included in an expatriate compensation package.

Week 9

 

  • PRINT

·        Global Workforce Relations

Spencer and Penny are the two New York City HR professionals that support the company’s factories in Latin America. The company is in the midst of a renegotiating a union contract, which has prompted a number of violent demonstrations outside the plant. Unfortunately, the media has been present at all labor demonstrations and learned about a conflict of interest with one of the HR representatives participating in the labor negotiations.

Global HR professionals must realize that the countries they support are in different regions of the world that have varying levels of social, political, and economic development. Given these variations, workforce issues and challenges parallel levels of country development. Developing nations face many different kinds of problems, most notably, political instability and scarce economic resources. As the conditions and forces begin to shift favorably, local and foreign investment grow and industrial development follows. Labor relations in a foreign setting can become the single most important news item on the local news and, if the organization is a U.S. business, there will be complex political issues that transcend ongoing negotiations and the desired outcomes by management and labor.

TO DO LIST

  • What You Need To Know:Read about how a clear and fairly applied policy about political activities and other workforce issues can help avoid not only the loss of productivity, but discrimination and harassment claims as well.
  • Assignment:Prepare a 12–15 PowerPoint slide presentation for senior management on a new policy for compensation and benefits for CapraTek’s expatriate employees.
  • Discussion:Describe how you would handle the not uncommon situation of addressing the off-duty political activities of local HRM professionals. ​​​​​​​
  • Interactive Learning Module:Use this activity to check your understanding of compensation approaches for expatriates.

·        Discussion Overview

Describe how you would handle the not uncommon situation of addressing the off-duty political activities of local HRM professionals.

·        Assignment Overview

Prepare a 12–15 slide PowerPoint presentation for senior management on a new policy for compensation and benefits for CapraTek’s expatriate employees.

·        What You Need to Know

Global Workforce Relations

  • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management. (7th ed.). Cengage.
    • Chapter 8.
    • Chapter 9.
  • Your workplace rules should address employee political activities. (n.d.) Wolters Kluwer, bizfilings.com
    • This article warns employers that employees can do what they want on their own time regarding political activities, but your workplace policy should limit certain behaviors while on duty. A clear and fairly applied policy can help avoid not only the loss of productivity, but discrimination and harassment claims as well.
  • Gibson, K. (2018, July 9). For workers, U.S. falls short vs. most developed nationCBSNews.com
    • This article highlights that the American labor market by many metrics is doing remarkably well, but a large number of U.S. workers aren’t feeling the benefits of the nation’s economic well-being, and this economic report sheds some light on why.

International Compensation

Expatriates

·        Write Your Discussion Post

Addressing Employee Political Activities

At this point in the course, you should be well in tune with the common HRM roles in the global setting of actually performing HRM duties in a different country or managing human resources in a foreign setting, or from corporate offices in the United States. All are difficult for specific reasons, but labor relations in the real world call for extensive expertise and significant caution on behalf of supervisors, managers, HRM professionals, and executives. This is true no matter where they work. If you have an installation overseas, you have a major responsibility to stockholders and the company to manage its human resources effectively, lawfully, and efficiently.

Scenario

This discussion question places you in a not uncommon situation of addressing the off-duty political activities of local HRM professionals. You are working in New York for a large corporation, which owns several factories outside a major Latin American Capital city. The company is in the midst of labor union contract negotiation, which has caused several demonstrations that ended in violence outside the local installation. The media has been present at all labor demonstrations and has just picked up the fact that one of the two local HRM employees is the sister of the local mayor currently running for re-election. The sister was photographed at a political rally supporting the party that backs the union, with which your company is currently in negotiation.

Instructions

For this discussion, respond to the following:

  • What actions should you take, if any, with respect to the media?
  • Should you request assistance from public affairs?
  • What actions should you take with respect to addressing your employee’s political activities?
  • Should you or another member of the HRM office fly there to evaluate the situation and determine what to do?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing. Consider the following:

  • What people, organizations, or resources could you consult to get ideas or support for your decision-making in this case?
  • Are there any legal issues associated with this scenario? How could you find out?

GO TO DISCUSSION BOARD

·        Interactive Learning Module: Considerations for Global Compensation and Benefits

The Considerations for Global Compensation and Benefits learning module will help you check your understanding of compensation approaches for expatriates. This is for your own self-assessment.

LAUNCH INTERACTIVE MODULE

·        Assignment Instructions

GLOBAL COMPENSATION AND BENEFITS

Preparation

For this assessment, consider the following. CapraTek combines almost 30 years of engineering experience with production that is continually achieving new efficiencies. The company is committed to living its values through initiatives that focus on the development of human capital, commitment to being a good corporate neighbor, and support of green technology initiatives. Founded in 1984, CapraTek has been profitable every year since its inception.

CapraTek has production facilities and research centers in Silicon Valley, South Carolina, New Mexico, Illinois, and serves as managing partner of a consortium with operations in India, Singapore, and Taiwan. As the organization has grown, however, the management development has not always reflected best practices.

The HR department has been newly revamped and expanded to deal with these management issues. A key issue is the compensation and benefits package for sending employees on long term (3-year) assignments to overseas locations. While most of the employees hired at each location are from the host country, 2–3 key management positions at each international location are sent from the United States.

You are to prepare a PowerPoint slide presentation for senior management on a new policy for compensation and benefits for CapraTek’s expatriate employees.

Instructions

Choosing one of the international countries CapraTek sends expatriates to for work (India, Singapore, or Taiwan), include the following in your presentation:

  • Recommend an approach for determining the base salary for managerial roles.
  • Differentiate between foreign service inducements (hardship premiums) and types of cost-of-living allowances.
  • Propose other types of benefits to include in an expatriate compensation package.

ADDITIONAL REQUIREMENTS

The deliverable for this assessment applies professional skills in HRM to workplace situations that you will likely encounter in your day-to-day work. As part of your learning, we focus on the development of effective professional communication skills for the workplace.

  • Length of PowerPoint presentation:12–15 slides, using a professional template and annotations using Speaker’s Notes.
  • Organization:Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12-point.
  • Resources:Use at least two scholarly or academic sources.
  • Evidence: Support your assertions with data and in-text citations and create a reference list at the end of your documents.
  • APA formatting: Format resources and in-text citations according to Evidence and APA.
  • Written communication:
    • Write for a specific audience, using the vernacular of the profession.
    • Use spell-check and other tools to ensure correct spelling and grammar. Communication should be thoughtful and free of errors that detract from the overall message. Understand the audience for each component and communicate appropriately.
ePortfolio

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to share your analysis for recommending an approach to a compensation package for an expatriate, which is a necessary skill in a professional setting. You will want to organize your assessments to more easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

SCORING GUIDE

Your work will be evaluated using this criteria.

VIEW SCORING GUIDE

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

  • Competency 1: Apply human resource principles and models in multiple contexts within a global environment.
    • Recommend an approach for determining the base salary for managerial roles.
    • Propose other types of benefits to include in an expatriate compensation package.
  • Competency 3: Develop an awareness of global cultures and effective practices for working across cultures.
    • Differentiate between foreign service inducements (hardship premiums) and types of cost-of-living allowances.
  • Competency 4: Communicate in a manner that is professional and consistent with expectations for human resource professionals.
    • Organize content so ideas flow logically with smooth transitions.

Week 10

 

Top of Form

Bottom of Form

  • PRINT
  • Strategic Global Human Resources Management

Finn is the HR professional supporting the company’s Chief Operating Officer’s call center operations in India. The COO is concerned about the feedback being shared about the level of service being provided from the call center and is looking to Finn to partner with her team to determine whether to bring call center operations back to the United States and lead the change management initiative.

Few organizational processes approach the complexity of designing, developing, and implementing global HR strategy. While HR strategy development on a national level is a challenge, creating an HR strategy to support the organization becomes even more difficult when we add in the variables associated with working in an international setting. There is also a certain level of risk present. While environmental scanning can support national or regional HR strategy development, this is not the case when one considers the requirements for a company operating in the United States, Japan, and India. To build an effective global strategic posture, a number of factors must be taken into consideration; e.g., the organization’s position in the market; the intent of its leadership; product or service goals; occupational status and current successes or failures in the broader organizational context with respect to its corporate mission and strategy.

TO DO LIST

  • What You Need To Know:Read about how to show the added value of HR and how to analyze how HR contributes to global business outcomes.
  • Discussion:Explain how to make recommendations and approach the request of the COO to evaluate the call center in Mumbai, India.
  • Discussion Overview

Explain how you plan to make your recommendations and approach the request of the COO to evaluate the call center in Mumbai, India.

  • What You Need to Know

Strategic Global Human Resources Management

    • Dowling, P. J., Festing, M., & Engle, Sr., A. D. (2017). International human resource management (7th ed.). Cengage.
      • This article asks the question “What value does HR add to an organization?” which has always been difficult to answer. In this article, the author discusses HR value chain tools that help to show the added value of HR and how to analyze how HR contributes to business outcomes.
    • Silbert, P. (2018). Why should HR own organizational effectiveness? Newton Talent.
      • This article identifies how key talent areas and providing coherent, well-developed plans for obtaining, developing, and managing critical talent can help HR open the door to being a major strategic player with respect to organizational effectiveness.
  • Write Your Discussion Post

Risk Case Study

The organization for which you work as a human resources generalist currently has a call center in Mumbai, India. The call center is doing well in terms of cost, but feedback in service operations is mixed. The operations and marketing manager want to open one in North Carolina to provide a higher-tier service when needed, while the accounting folks are concerned it may not be affordable, and based on the data, may not even be necessary. The Chief Operating Officer is looking to you for a recommendation, though it will not be the final decision. The recommendation is not on what to do, but rather how might the problem be approached; what questions need to be asked; what comparisons need to be made; and what further research needs to be conducted.

Instructions

Please consider the following in making your recommendations on how to approach the request of the COO:

    • What new information and data is needed?
    • Could there be questions you do not know that you should ask?
    • Do you need to take a trip to the current Mumbai operation? Why or why not?
    • What things might you be missing about this scenario?

Response Guidelines

Respond to the posts of at least two other learners. Keep the conversation flowing and consider the following questions:

    • How would you react to your colleagues if you were their COO?
    • What have you learned from this course and how will you apply that in your work?