Propt: You are an HR manager for an American company, XYZ Corp, which has recently
made the decision to go international. The plan is to open a division in Belgium and
build a factory in Bangladesh. The director of XYZ Corp says it’s important that
international hires be cultivated for leadership positions. You are preparing your
department for the global business environment. What steps will you take to ensure a
supportive global environment for your company?
1. Brainstorm at least five changes that XYZ Corp will need to make to respond to the
evolution of the company into a global corporation.
2. How can XYZ Corp choose and support managers who will be moving to and
working in and with other countries?
3. How can the company conduct meetings now that managers are in different
countries and time zones?
4. What are some problems that might arise in the company as it becomes more
multicultural?
5. What research strategy can employees use to help develop work expectations and
evaluations when hiring international employees?
6. Identify tools that would assist HR managers to train, communicate, and manage
teams working internationally.
1. Changes that XYZ Corp will need to make to respond to the evolution of the company into a global corporation could include:
- Developing a global mindset: This involves providing cultural awareness and sensitivity training to all employees to ensure they understand and appreciate different cultural norms, values, and expectations in the countries where XYZ Corp is operating.
- Adapting HR policies and practices: HR policies, such as recruitment and selection, compensation and benefits, performance management, and training and development, may need to be modified to accommodate the needs and legal requirements of different countries.
- Building a diverse and inclusive workforce: Creating a diverse and inclusive workforce can help XYZ Corp to leverage the skills, perspectives, and experiences of employees from various backgrounds, leading to innovation and better decision-making.
- Establishing a global talent management strategy: This involves identifying and developing high-potential employees from different countries for leadership positions, creating opportunities for international assignments, and providing cross-cultural training and development programs.
- Implementing effective communication and collaboration tools: As the company expands globally, it is important to invest in technology platforms and tools that facilitate communication, collaboration, and knowledge sharing among employees in different countries.
2. To choose and support managers who will be moving to and working in and with other countries, XYZ Corp can take the following steps:
- Establish clear criteria for selecting international managers: The company should define the skills, experience, and qualities required for managers to be successful in international roles, such as cross-cultural competence, adaptability, and language proficiency.
- Provide cross-cultural training and support: All managers should receive comprehensive cross-cultural training to help them understand the customs, business practices, and communication styles of the countries they will be working in. Additionally, providing ongoing support through mentoring, coaching, and access to resources can help managers overcome challenges.
- Offer language training: If necessary, XYZ Corp can provide language training to managers to facilitate effective communication in foreign countries.
- Develop a support network: Connecting managers with other expatriates, local employees, and global HR teams can create a support network where they can share experiences, address challenges, and access resources.
- Ensure proper compensation and benefits: Managers who relocate to other countries may face additional cost-of-living expenses or different taxation systems. Therefore, XYZ Corp should ensure that their compensation and benefits packages are tailored accordingly.
3. To conduct meetings when managers are in different countries and time zones, XYZ Corp can implement the following strategies:
- Utilize virtual meeting tools: Utilize video conferencing, online collaboration platforms, and instant messaging to facilitate real-time communication and collaboration among team members.
- Establish meeting norms: Establish guidelines and expectations for conducting meetings across different time zones, such as rotating meeting timings to accommodate different time zones, setting an agenda in advance, and keeping meetings concise and focused.
- Record and share meetings: Record meetings and make them available for those who couldn't attend. This ensures that all team members have access to the discussions and decisions made during the meeting.
- Leverage project management tools: Use project management tools that allow for task and deadline tracking, progress monitoring, and document sharing to ensure everyone stays aligned and informed regardless of their physical location.
4. Some problems that might arise in the company as it becomes more multicultural include:
- Language barriers: Language differences can hinder effective communication and collaboration among employees from different countries. XYZ Corp should address this by providing language training and encouraging the use of translation and communication tools.
- Cultural misunderstandings: Different cultural norms, values, and communication styles can lead to misunderstandings and conflicts. XYZ Corp should promote cultural awareness and sensitivity to ensure employees understand and respect each other's cultural differences.
- Bias and discrimination: As the company becomes more diverse, it is important to address any bias and discrimination that may arise. XYZ Corp should have clear policies in place to promote diversity and inclusion, and establish mechanisms for reporting and addressing any instances of discrimination.
- Legal and regulatory compliance: Different countries may have different laws and regulations related to employment, labor rights, and business practices. XYZ Corp should ensure compliance with local laws and seek legal advice when necessary.
5. To develop work expectations and evaluations when hiring international employees, employees can use the following research strategy:
- Conduct cross-cultural research: Employees can research and gain a deeper understanding of the cultural norms, values, and practices in the countries where the international employees are from. This can help set realistic expectations and create appropriate evaluation criteria.
- Connect with local counterparts: Encouraging communication and collaboration between local employees and international employees can help in understanding local work expectations and cultural nuances.
- Seek advice from global HR teams: The HR teams in global headquarters or other international locations can provide guidance and insights on setting work expectations and evaluations for international employees.
- Leverage external resources: Utilize external resources such as cultural competency training programs, cross-cultural consultants, or global HR networks to gain insights and best practices in managing international employees.
6. Some tools that would assist HR managers to train, communicate, and manage teams working internationally include:
- Video conferencing and virtual meeting platforms: Tools like Zoom, Microsoft Teams, or Cisco Webex enable face-to-face communication and collaboration regardless of geographical location.
- Online learning and training platforms: Platforms like Learning Management Systems (LMS) can be used to provide training modules and resources for cross-cultural training, language learning, and other essential skills needed for international work.
- Project management and collaboration tools: Tools like Trello, Asana, or Basecamp help track tasks, monitor progress, and facilitate collaboration across international teams.
- Document and file sharing systems: Cloud-based file-sharing systems like Google Drive or Dropbox allow easy access and sharing of documents and resources across different locations.
- Enterprise social networking platforms: Platforms like Yammer or Workplace by Facebook enable employees to connect, share updates, and collaborate virtually.
- Cultural sensitivity and communication training programs: Utilize specialized training programs or consultants to develop employees' cultural sensitivity, cross-cultural communication, and collaboration skills.