Managing the global workforce:

Challenges and strategies

東華國企所 陳佳蓉 Cara Chen

Introduction

Diagnosing the Challenges

ThreeChallenges

Conclusion

Implementing the Stragegies

FourStrategies

Survey & Interview

Case

Case

主角 :Steve Prestwick工作 :R&D project in Singapore任務 :put together a team with all the experts needed to get the new facility up and running smoothly in its first two years.故事 :focus on CaraWhat can Steve do?(……to be continued)

Survey & Interview

Survey: 樣本 :1.three criteria(firms) - 跨國經驗 - 不同產業 - 運用 GHRM 招募員工 2.senior managers

Interview:8 firms,24 professionals four questions: -key global pressures -HR issues -leading edge -knowledge(for professionals)

Challenges & Strategies

Three Challenges: -Deployment -Knowledge dissemination/Innovation transfer -Talent Identification and Development

Four Strategies: -Aspatial Careers -Awareness-Building Assignments -SWAT Teams -Virtual Solutions

ChallengesDeployment

過去 & 現在比較 ( 運作模式 ) 總公司 - 子公司 ( 領導風格 , 決策 , 權力 )v.s. 資源整合

成本問題 外派人員 v.s. local nationals

適才適所困難點

cross-cultural ignorance; Getting managers to stop relying on physical transfer

s and to think globally about resources is not easy.

Knowledge dissemination/Innovation transfer

過去 & 現在比較 -information:(center v.s. everywhere) -valuable market and production technology infor

mation are being produced outside the parent location.

例子 :M&S( 名牌服飾 )

Cross-functional communication *language compounded the trust problem

Talent Identification and Development

引言 :GM Corp.GHRM 面臨最大的挑戰 :who…

1.identification 2.selection(cultural biases) 例子 :Amoco Corp. in Norway… 3.motivation

Strategies －Aspatial Careers

Who: Globally oriented, highly mobile

people,with proven ability and company loyaltyWhat:

Corps of experts with borderless careers on long-term overseas assignment

Awareness- Building Assignments

Who: High potential employees early in their

careersWhat:

3 to 12 month assignments

SWAT Teams

Who: Technical specialists

What: Short-term,project-length assignments

Virtual Solutions

Who: Non-rotating employees who need

overseas connectionsWhat:

Electronic communications

Diagnosing the Challenges(strategy:Aspatial careers)

Deployment:Geographically relocate employees with high level skills and rich cross-cultural perspectiveKnowledge Dissemination:Employees with id-depth global experiences & networks in leadership positions across sitesTalent ID& Development:Rotation as development

Diagnosing the Challenges(strategy:Awareness-Building assignments)

Deployment:Technically competent, high potential employeesKnowledge Dissemination:Cross-cultural immersion to produce global perspectiveTalent ID & Development:Screening for ability to function out of own culture

Diagnosing the Challenges(strategy:SWAT Teams)

Deployment:Specialized skills on an as-neededKnowledge Dissemination:Transfer of technical processes & systemsTalent ID & Development:Specialized skills honed through varied & frequent applications

Diagnosing the Challenges(strategy:Virtual solutions)

Deployment:Videoconferencing & E-mail allow virtual deploymentKnowledge Dissemination:Web pages, bulletin boards, intranets, distance learning & interactive training disperse information across locationsTalent ID & Development:GHRIS, electronic job posting, video & virtual interviews ID and screen for assignments

Implementing the Strategies(Aspatial careers)

Encourage company over country cultureAssign within culturally homogenous regionsUse pan-region selection meetingsEvolve selection criteria that are shared across countriesProvide cross-cultural training for familiesRecognize family life-cycle realities

Implementing the Strategies(Awareness Building Assignments)

Rotate employees with demonstrable competence( 具勝任能力 )Use to develop local nationals

Implementing the Strategies(SWAT Teams)

Best SWAT team member has single contributor mindsetUse to spread acultural innovationGood at smaller locations or at start-upRecognize clear limitations

Implementing the Strategies(Virtual Solutions)

Encourage virtual friendshipsCouple with cross-culture awareness trainingGHRIS works best with standardized informationGHRIS trade-off between standardized information & universal accessGlobal job posting for clearly defined jobsDon’t expect instant results

Conclusion

What can Steve do? four strategies;post jobs on an

internal bulletin board…;set up web page;scouting for a local nationalMy opinion: