HR PERFORMANCE AND EXPATRIATE MANAGEMENT.pdf

HR PERFORMANCE
WORK FORCE DIVERSITY AND EXPATRAITE
MANAGEMENT
Dr.A.Karthikeyan MBA.,Ph.D

HR PERFORMANCE
 HR performance encompasses a wide range of activities, from
talent acquisition and on boarding to training and development,
employee engagement, and compliance with labour laws and
regulations
DR.A.KARTHIKEYAN MBA.,PH.D

WORK FORCE REDUCTION
 Workforce reduction, often
referred to as downsizing, is a
strategic process that
organizations undertake to
reduce their workforce for
various reasons

REASONS FOR WORKFORCE REDUCTION
 Cost Reduction
 Organizational Restructuring
 Technological Advancements
 Mergers and Acquisitions
 Declining Market Demand
 Performance Improvement

METHODS OF WORKFORCE REDUCTION
 Layoffs
 Voluntary Separation Programs
 Early Retirement Programs
 Natural Attrition
 Job Sharing and Reduced Hours

CONSIDERATIONS AND BEST PRACTICES
 Legal Compliance
 Communication
 Talent Retention
 Support for Affected Employees
 Rebuilding and Reengaging

REALIGNMENT
 Realignment is the process of reorganizing an organization's workforce to ensure
that it is strategically positioned to achieve its goals.
This can involve a range of activities, including
 Assessing Current Workforce
 Defining Strategic Objectives
 Identifying Skill Gaps
 Redeployment
 Outplacement
 Recruitment

RETENTION
 Employee retention is defined
as an organization's ability to
prevent employee turnover, or
the number of people who leave
their job in a certain period,
either voluntarily or
involuntarily.

KEY ASPECTS OF RETENTION
 Competitive Compensation and Benefits
 Career Development and Growth
 Recognition and Rewards
 Work-Life Balance
 Cultural Fit
 Feedback and Communication
 Tailored Retention Plans
 Exit Interviews

HR PERFORMANCE AND BENCH MARKING
 HR performance benchmarking is the systematic process of comparing an organization's HR
metrics and practices with those of other organizations, industry best practices, or internal
historical data.
 The goal of benchmarking is to identify areas where HR can improve its effectiveness,
efficiency, and alignment with the organization's strategic goals.

TYPES OF BENCHMARKING
 Internal Benchmarking
 External Benchmarking
 Functional Benchmarking-specific HR functions, such as recruitment, training, or compensation
 Strategic Benchmarking

HR METRICS FOR BENCHMARKING
Common HR metrics include
 Employee turnover
 Recruitment costs
 Training investments
 Employee engagement scores
 Time-to-fill vacancies

BENEFITS OF HR PERFORMANCE BENCHMARKING
 Identifying Best Practices: Benchmarking helps organizations identify and adopt best HR practices from
other high-performing companies.
 Performance Improvement: By comparing metrics and practices, organizations can identify areas for
improvement and set targets for performance enhancement.
 Increased Efficiency: Benchmarking can lead to streamlining HR processes, reducing costs, and enhancing
HR's overall efficiency.
 Alignment with Strategic Goals: Benchmarking helps ensure that HR strategies and practices align with
the organization's strategic objectives.

CHALLENGES OF HR PERFORMANCE BENCHMARKING
 Data Accuracy and Consistency: Accurate and consistent data is essential for meaningful benchmarking,
but not all organizations maintain such data.
 Context Matters: What works for one organization may not work for another due to differences in
culture, industry, and other contextual factors.
 Resistance to Change: Benchmarking may identify the need for significant changes in HR practices, which
can be met with resistance from employees and stakeholders

IMPLEMENTING HR PERFORMANCE BENCHMARKING
 Define clear objectives for benchmarking.
 Select the appropriate type of benchmarking based on your goals.
 Identify key metrics and data sources for comparison.
 Collect and analyze data, either internally or with the help of external benchmarking partners.
 Compare your organization's performance with benchmarks and industry standards.
 Develop an action plan to address areas for improvement and implement changes.
 Continuously monitor and adjust HR practices to maintain alignment with benchmarks and strategic
goals.

IMPACT OF GLOBALIZATION ON HRD
1. DiverseWorkforce
 Cultural Diversity
 Language Skills
2.Talent Acquisition and Retention
 GlobalTalent Pool
 Retaining GlobalTalent: Policies and practices that retain and engage international employees
3. Cross-CulturalTraining -Avoid misunderstandings arising from cultural differences.
4.Training and Development
 Global Skill Development- Intercultural communication, global leadership, and adaptability.
 E-Learning
5. Mobility and Expatriate Management- managing expatriate assignments, which includes issues like
international tax, housing, and cultural adaptation.
6. Legal and Compliance Issues- multitude of international labor laws and regulations.

IMPACT OF GLOBALIZATION ON HRD
7. Performance Management- Diverse cultural contexts and international locations.
8. Leadership Development
9.VirtualTeams
10. Economic Factors- Including exchange rates, inflation, and labor costs for informed decisions about
compensation and benefits.
11. Ethical and Social Responsibility
12.Technological Advancements
13. Regulatory Compliance- International labor laws, privacy regulations, and data protection laws.
14. Geopolitical Factors- Impact global business operations and employee safety.

DIVERSITY OF WORK FORCE
 The diversity of the workforce
refers to the presence of individuals
from various demographic, cultural,
and social backgrounds in the
workplace.
 This diversity can encompass a wide
range of factors, including but not
limited to gender, age, race,
ethnicity, nationality, sexual
orientation, religion, disability,
education, and socioeconomic
background.

TYPES OF DIVERSITY
 Demographic Diversity:This includes factors such as age, gender, race, ethnicity, nationality, and sexual
orientation.
 Cultural Diversity: Cultural diversity encompasses differences in language, religion, values, customs, and
traditions.
 Generational Diversity: Different generations, such as Baby Boomers, Generation X, Millennials, and
Generation Z, bring unique perspectives and work styles to the workforce.
 Cognitive Diversity:This type of diversity relates to differences in thinking styles, problem-solving approaches,
and cognitive abilities.
 Educational Diversity

BENEFITS OF WORKFORCE DIVERSITY
 Innovation and Creativity
 Enhanced Decision-Making
 Improved Problem Solving
 Enhanced Customer Understanding
 Employee Engagement
 Global Competitiveness

CHALLENGES OF WORKFORCE DIVERSITY
 Bias and Discrimination: Prejudices, stereotypes, and discrimination can hinder the success of
diverse individuals within the organization.
 Communication Barriers: Language and communication styles can create misunderstandings
within diverse teams.
 Conflict Management: Differing viewpoints may lead to conflicts that need effective resolution.
 Cultural Differences: Cultural norms and practices can lead to differences in work styles and
expectations.
 Resistance to Change: Some employees may resist the changes associated with a more diverse
workplace

MANAGING WORKFORCE DIVERSITY
 Inclusive Culture: Promote an inclusive culture where every employee feels valued, respected, and supported.
 DiversityTraining: To help employees understand and appreciate differences and reduce bias.
 Diverse Leadership: Ensure diversity in leadership positions, as leadership sets the tone for the rest of the
organization.
 Mentoring and Sponsorship Programs: To support the development of underrepresented employees.
 Diverse Recruitment and Promotion: Adopt diverse recruitment and promotion practices to attract and
advance employees from different backgrounds.
 Flexibility and Accommodations: Provide flexibility and accommodations to support employees with
different needs, such as remote work options or accessibility adjustments for individuals with disabilities.
 Feedback and Inclusivity Surveys: Regularly seek feedback from employees and conduct inclusivity surveys to
assess and improve the workplace environment

OTHER FACTORS
Legal Considerations
 Organizations must comply with anti-discrimination and equal opportunity laws to ensure fair and
equitable treatment of all employees.
Monitoring and Evaluation
 Regularly monitor and evaluate diversity and inclusion initiatives to measure their impact and identify
areas for improvement.

HRD PROGRAMS FOR CULTURALLY DIVERSE EMPLOYEES
 Socialization and orientation
 Career development
 Mentoring women and minorities
 Sexual and racial harassment training

EXPATRIATE SUPPORT AND DEVELOPMENT
 Expatriate is an employee who has been
sent by his or her organization to work
in a different country for an extended
period.
 Expatriates may come from any level of
the organization and may be sent abroad
for various reasons such as to transfer
skills, manage subsidiaries, or to gain
international experience.

EXPATRIATE MANAGEMENT
 Selection and Recruitment: choosing the right candidate for the overseas assignment with not just
the right skill set but also cultural adaptability, emotional intelligence, and the ability to handle stress.
 Pre-departureTraining: Once the selection is made, the individual may undergo pre-departure
training, which includes cultural awareness, language training, and other skill-building activities.
 Compensation and Benefits:The expatriate's compensation package is often a complex mix of
base salary, allowances (housing, travel, etc.), and benefits (insurance, retirement, etc.).
 On-site Support: Once on assignment, expatriates often require ongoing support, such as career
development advice, mentorship, and feedback mechanisms.
 Performance Management:The expatriate’s performance should be monitored carefully to ensure
that the goals of the assignment are being met.
 Repatriation:This refers to bringing the expatriate back to their home country after the assignment
is complete.

TYPES OF EXPATRIATE TRAINING
 Cultural Awareness Training:This involves educating the expatriate about the cultural norms, beliefs, and
practices of the host country.
 LanguageTraining:Training in local languages can facilitate smoother communication in day-to-day life.
 Preparation for Practical Matters:This involves training in the logistics of relocating, from finding a
place to live to understanding how local services like healthcare and banking work.
 Legal and ComplianceTraining: Expatriates are educated on the legal obligations and rights they have in
the host country.
 Role-specificTraining:This training focuses on the specific skills needed to perform their job in the new
environment, which can differ significantly from the home country.
 VirtualTraining:This form of training is often used for teams spread across different geographies and time
zones. It is gaining importance due to technological advances and the global pandemic.
 Psychological and Emotional Preparation: Preparing expatriates for the psychological aspects of living
in a new country can help in reducing culture shock and stress

REPATRIATION
 The term ‘Repatriation’ refers to the re-entry of expatriates into their home country.

REPATRIATION PROCESS
 Preparation - developing plans for
the future; gathering information
about the new position
 Physical relocation
 Transition
 Readjustment - coping with change
Use of relocation consultants and
removal firms

READJUSTMENT CHALLENGES OF EXPATS

HR PERFORMANCE AND EXPATRIATE MANAGEMENT.pdf

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