Managing the Global Workforce

UPON COMPLETION OF THE COURSE, THE STUDENT WILL BE COMPETENT IN:

• Evaluating globalization principles, global human resource management, and global strategic human resource management elements.
• Analyzing factors that influence global multiculturalism and geographical dispersion.
• Researching the natural culture influences, attitudes and behaviors in joint ventures, acquisitions, collaborative alliances, subsidiaries, and multinational structures and the effects on the global workforce.
• Differentiating cross-border differences in labor economics, labor supply, employment regulations, employee representation, and long-term graphic trends.
• Illustrating Hofstede’s cultural differences, cultural agility, cultural adaptations, and cultural integration.
• Distinguishing the four types of staffing strategies, the differences in staffing across countries, and issues associated with implementing global staffing and talent management.
• Debating the global competencies for the workforce, strategic and global challenges in employee training and identifying global training and development trends.
• Developing and designing an effective global mobility program highlighting global assignments, adjustment to foreign cultures, work role factors, expatriation-repatriation cycle, and support practices.
• Managing the challenges, issues, and decisions for managing the global workforce.
• Comparing and contrasting the elements of national labor relations systems, the relationship between MNE’s (multi-national enterprises) and organized labor around the world.
• Summarizing different institutional environments related to various forms of corporate social responsibility.
• Comparing the various guidelines for ethical decision making and discussing the elements of a corporate code of conduct globally.
• Anticipating the emerging issues in global organizations and changes in global business environments.
• Examining human resource activities and technology in cross-border mergers and acquisitions.
• Developing and recommending a selection method and training strategy for a particular country using technology.
• Analyzing the psychological contract across national contexts and institutional contexts.
• Evaluating convergence, divergence or equilibrium concepts related to global strategy and the effects it has on managing the global workforce.
• Diagnosing factors that influence organizations developing a global workforce.
• Comparing and contrasting international joint ventures, mergers and acquisitions and collaborative alliance as it relates to global workforce staffing, training, compensation, etc.
• Researching the workforce effects of country of origin, dominance, localization and re-contextualization processes.
• Evaluating Global and Cultural effectiveness in organizations and the role of Human Resources.