Download How to manage a global workforce As companies stake their growth strategies on global expansion and pursuit of new markets, their ability to forge a human capital strategy and HR capability that is both globally consistent and locally relevant will be critical to success.
Apparently, managing and valuing diversity is a key component of effective people management, which not only can improve workplace productivity, but also contribute significantly to the strategic objectives of human resource management. Particularly for a poorly handled program, conflicts and ill-feeling may be the end results for managers to handle.
Executing a global business strategy requires having the right talent in the right places; it requires specialized leadership skills—managing the work of people with different backgrounds and customs. They come from anywhere and go everywhere. The term diversity management indicates the implementation of strategies or policies to knit a network of varied individuals together into a dynamic work force.
Many Western companies that are focused on growth in emerging markets struggle, for example, with putting the right local management in the right places. Diversity management is often referred as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, genderphysical and mental ability, race, sexual orientation, spiritual practice, and public assistance status for better workplace performance.
Reebok, the well-known sport company has also been benefiting from a diversity management program. Diversity in workforce in this picture can help a company to compile and collect more relevant and effective data on the market place.
When this same challenge repeats itself across all the various parts of the employee lifecycle, from hiring to development to retention, the management challenges increase dramatically and the company ultimately can stumble in executing the entire global strategy. Yet whatever direction a global expansion takes, companies face common challenges, all related to how their people—who ultimately execute business strategy, innovate and serve customers—are sourced, developed and managed.
They come from anywhere and go everywhere.
There are three examples shown in the following section. The equal opportunity approach can be part of any diversity initiative, but a successful diversity management program should go far beyond traditional equal opportunity issues.
Personnel to be managed will include nationals from the parent country, host-country nationals and third-country nationals who might come from anywhere.
Besides, unfortunately, there are also evidences that diversity can bring disadvantages to companies as well. Motivational philosophies in some Asian cultures may include demotions for perceived subpar performance.
It may serve as a general guideline for managers to refer to in applying the concept of diversity management to daily management tasks. As a company prepare or has already adopted the mindset of having diversity is beneficial, then the company automatically access to a diverse pool of human talentswhich means that the company can choose the employees from a larger pool of workforce.
Human Resource Management (HRM) is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals, (Youssef ).
Human Resource Managers work to build the capacity of employees to achieve these organizational goals by means of planning, recruitment. Workforce diversity means similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, gender, and sexual orientation.
Chapter 5 Case Study Managing a globally diverse workforce in a leading Chinese IT firm Fang Lee Cooke Company background Huawei Technologies Ltd is a privately owned Chinese multinational firm in the IT/telecom industry.
Managing Diversity at Workplace work groups.
Thus managing diversity means understanding its effects and implementing behaviours, work practices and policies that respond to.
Stays current with changes in public policy, legislation, Congressional initiatives, and law related to diversity programs and diversity workforce issues Reviews organizational systems policies and practices to ensure that diversity management is integrated into the operations of the organization.
Huawei School Online. Huawei University. The Human Resources Committee of the company. Contents Culture Huawei HQ - Huawei do Brazil Huawei HQ Huawei do Brazil Huawei - Culture Management and Global HRM THANK YOU!
corporation is dealing with different and complex legal requirements and different cultural contexts regarding the workforce.Case hrm and workforce diversity huawei