Assignment: Human Resources Management
FIRST DISCUSSION
What training would you suggest for an employee who has been assigned to the Middle East on a new project?
SECOND DISCUSSION
Share a current event article with the class that relates to the concepts covered in this week’s reading. Write a brief summary, and explain why you felt the article was relevant.
THIRD DISCUSSION
Based on Chapter 9, discuss two to four strategies to use surveys to help a global business, especially regarding ethical behavior, labor relations, and work conditions.
This is a one example of my classmates:
Surveys, when worded properly, are a great way to get an understanding of employee confidence and organizational vitality. When surveying employees, the questions should be geared towards their personal experience to show what is happening at each level. This will give a clear picture of how effective leadership is, if training is improving employee ksa’s, and if the environment is safe. There should be space available for comments to get an even clearer picture. Questions shouldn’t be geared towards culture but organization within the company. Given these factors, the company should be able to see where they are in regards to behavior, work conditions, and labor relations. The purpose of these surveys are to see where the company stands now, where there can be room for improvement, and how they stand in regards to future challenges. I think it would be beneficial to do these types of surveys annually and along with changes in the market.
4th DISCUSSION
Share a current event article with the class that relates to the concepts covered in this week’s reading. Write a brief summary, and explain why you felt the article was relevant.
5TH DISCUSSION
Review Table 10.3 on pages 283-284 of your textbook. Rank the best practices provided in order of importance, based on their priority within a global organization. Give a brief explanation as to why you ranked them that way.
This is a one example of my classmates:
Krystal,
Best practices ranked in order of priority within a global organization:
1. Start with a needs assessment and pay special attention to culturally unique aspects of the job. (Confirm the needs of the individual and determine their compentency level for the job before tasks are assigned to a particular person. Address cultural differences to promote the organization’s awareness to multicultaralism).
2. Provide trainees with an advanced organizer use a guiding theoretical framework. (Gives the employee an organized and structured form of information of all training protocol. This promotes standardized information early on during initial training sessions and a reference tool).
3. Get the best of both worlds…use an integrated training approach. (Use a variety of training approaches and methods to ensure consistency and clarity for all individual trainees based on the material. This is a great investment when cross-training to promote problem-solving skills and initiative for intercultural situations that trainees may encounter.)
4. Use culture-generic training, especially if trainees could potentially be interacting in multiple cultures. (If trainees already have the knowledge of how to communicate and think critically before reacting in intercultural situations, they will be prepared to perform and collaborate effectively with all diverse members within the organization).
5. When using culture-specific training, match the design of training and learning outcomes to the work situation. (After addressing culture-generic training, training should reflect the values, norms, and customs of the entire organization. During training for this stage, management can decipher what methods work best for an individual trainee to learn from within a particular work environment to be most successful on the job. Are they ‘hands-on’ learners, or visual learners?)
6. Make sure learning occurs during training…provide developmental feedback on intercultural competence throughout. (After determining the most effective training methods for the entire group and each individual, assessments and feedback should be fostered to ensure the trainees have retained adequate knowledge for all internal processes and protocol required of the organization. Management should speak on individual success as well as areas of improvement).
7. Evaluation of intercultural competence training should go beyond smile sheets…(Evaluating which training methods provided the most relevance and best result is beneficial for conducting future training sessions within the organization).
8. Use longer more complex training for longer more complex assignments. (After evaluating which training method is best, based on performance results management should decipher if the material is too narrow or needs to be broadened to provide more depth for the trainee and task assigned).
9. Don’t waste time..individualize training to the trainee (After evaluating the employee’s competence, managent needs to address if the employee needs additional time or training material as soon as possible in the most cost and time efficient matter).
10. Develop skill-based and affective outcomes too. (Create hands-on or role-playing exercises during training sessions to validate if the training measures were adequate and ensure trainees have a full understanding of intercultural interactions and customs within both domestic and global business environments).
THIS IS TO MUCH FOR A DISCUSSION, BUT YOU CAN HAVE AN IDEA ABOUT THE TOPIC.
6TH DISCUSSION
In an international organization, which HR practice do you believe would be most useful to the employees? Please support your answer.
