MANAGING A GLOBAL WORKFORCE.pptx

WHAT IS MANAGING A
GLOBAL WORKFORCE?
• Managing a Global Workforce
examines important human
resource management issues
and practices in today's global
marketplace, helping current
and future managers and
leaders, regardless of
nationality, in making effective
human talent management
decisions for optimal
organizational performance.

How to Manage a Global Workforce?
• One of the many benefits of HR technology and software is that
companies of all sizes can be more global.

How to Manage a Global Workforce?
• One of the many benefits of HR technology and software is that
companies of all sizes can be more global. You don’t have to be a
massive multinational corporation in order to have the world of talent
at your fingertips. Whether your company has multiple locations
across the globe or is able to hire anywhere because the work can be
done remotely, having a global workforce is a reality for many.
However, a global workforce presents different challenges for HR to
manage.

How Does Globalization Affect the Way a
Workforce Is Managed?
• Globalization has affected workforce management in ways that have still yet to be fully
measured. The process isn’t complete and will continue changing as the needs of
companies change. However, globalization has already had a marked impact on how
companies manage their workforces. Companies must be more culturally aware, not only
because their own staff may be diverse, but also because they may work with or partner
with companies from across the world.
• For some companies, globalization means thinking about where they hire for certain
positions. Because pay scales are different across the world, certain positions may be
better suited for hiring abroad. This does mean that HR has more work to do in order to
manage the different pay structures and benefits that employees in different countries
may receive.
• On top of that, management styles may need to adjust depending on where workers are
located. For example, India typically prefers a top-down approach to management, but
other workers from other countries may not feel the same way. Your management
approach will need to be flexible in order to meet the needs and expectations of a
diverse workforce.

Tips for Managing a Global Workforce
• Global workforce management may be more of a challenge, but the
benefits can outweigh the difficulties. It’s important to keep in mind
that managing a global workforce may require more nuance than
managing a local workforce. There will be cultural differences and
possibly even language barriers that must be taken into account.

1. Culturally Appropriate Communication
2. Awareness of Nonverbal Etiquette
3. Religious Diversity
4. Laws and Regulations
6. Cultural Diversity Training
7. HR Hiring Analytics
8. Common Challenges of a Global Workforce
9. Linguistic Diversity
10. Cultural Differences
11. High Training Costs
12. Deficient Technological Infrastructure
13. Time Zone Differences

1. Culturally Appropriate Communication
• Workplace cultures can differ drastically from country to country.
What is polite in one country may be considered rude in another.
Some countries prefer direct communication while others prefer a
more indirect style. It’s important to know how to best communicate
with all of your staff members, no matter where they’re located.

2. Awareness of Nonverbal Etiquette
• Different cultures also have different acceptable nonverbal behaviors.
With so much communication taking place on video conferencing
software such as Zoom, it’s important to be aware of nonverbal
etiquette that may differ from country to country. For example, a
thumbs up is encouraging in the United States, but in the Middle East
it’s extremely rude. In Japan, laughing with your mouth open and
uncovered is considered boorish. Being aware of what gestures may
be considered rude or uncouth to employees across the world can
help meetings and communication progress more smoothly.

3. Religious Diversity
• Even within the United States, there’s considerable religious diversity,
although Christianity tends to be the dominant one. Globally,
however, that may not be the case. Employees from countries with a
different dominant religion may expect more benefits related to their
religion. For example, Christmas is commonly expected as a day off in
the United States, but not in Japan, where New Year’s is the more
important holiday. If you have staff in Israel, they may expect
Hanukkah to be a company holiday. Muslim staff may want break
times for prayer throughout the day.

• Laws and regulations regarding the workforce may also differ across
the world. There may be differences in break requirements, pay
scales, benefits, insurance, taxes, and more. If you have employees
living and working in different countries, your company will need to
ensure that it’s following all of the different laws and regulations
regarding the workforce.

6. Cultural Diversity Training
• Without training, your employees may not be aware of the cultural
differences within the company. Training can help all of your
employees, no matter where they are located, become more aware of
the cultural diversity within your company. Offering training can help
ensure that your employees can more easily understand each other
and can reduce the risk of inadvertently offending one another.

7. HR Hiring Analytics
• Companies are no longer limited to hiring only the applicants from
the same location. The entire world of talent is available. This also
means that there are many more potential applicants than before. HR
software typically offers analytics features that can help you
determine when, where, and how you need to hire.

8. Common Challenges of a Global Workforce
• Global expansion is a goal for many organizations and a reality for
others. Having company locations in many countries can help increase
the reach, influence, and of course revenues of an organization while
bringing different perspectives and ways of working into the mix.
However, there are many challenges to training a global
workforce that must be taken into consideration in order to keep
productivity, systems, and the quality of company services consistent
across borders.

9. Linguistic Diversity
• Language barriers are the number one most commonly cited challenge to
training a global workforce. In Europe, there are over 230 languages
spoken and in Africa there are over 2,000 languages spoken, with variations
in dialect causing different connotations even among areas that speak the
same language.
• To overcome language barriers, it may be helpful to hire several employees
from the new area that speak both the local language and the language
that the bulk of the organization’s training materials are in. These
employees can be invaluable when translating and restructuring the
materials, training a new workforce for the area, and taking customer calls.

10. Cultural Differences
• Cultural differences may make it difficult for companies to understand
the motivations and expectations of employees in an area. There are
business ethics courses and cross-cultural communication courses
that can be extremely helpful in training and managing workforces in
different countries. Having a deep understanding of cultural norms
and tailoring training to accommodate these customs can help to
make training much more effective than attempting to translate and
use existing training guides.

11. High Training Costs
• Before expanding globally, it is very important to understand that
training a global workforce will be much more expensive than training
a team at home. Training programs must be reconstructed with
sensitivity to cultural customs, effective metaphors and language, and
the ability to be clearly communicated online or by a traveling training
team.
• Many organizations make the mistake of allocating a small budget for
cross-border training, which can cause major issues when it comes to
workforce competency, employee retention, and productivity in the
newly established location.

12. Deficient Technological Infrastructure
• Using online solutions may seem to be an effective method for
training a global workforce, but it is critical to have an in-depth
understanding of the technological infrastructure in the area. Not all
countries are highly technologically advanced, so employee access to
training materials may be limited to what is provided at the new
location. It may be necessary to dispatch training teams or provide
team members with devices that can be used for communication and
training.

• Time zone differences can hinder the effectiveness of using webinars
and collaboration for training. For best results, time zone differences
should be taken into consideration ahead of time, so that training can
be scheduled for times that make sense to the location. Making
training modules available anytime or dispatching training teams to
the area for a period of time may help to overcome time zone
challenges.

• Time zone differences can hinder the effectiveness of using webinars
and collaboration for training. For best results, time zone differences
should be taken into consideration ahead of time, so that training can
be scheduled for times that make sense to the location. Making
training modules available anytime or dispatching training teams to
the area for a period of time may help to overcome time zone
challenges.
Authored by: Dave Rietsema

What is managing a global workforce
challenges and opportunities in international
human resources management?
• Managing a Global Workforce provides balanced and contemporary
coverage of human resource management in the international
marketplace. It is designed to help readers understand the critical
human resource issues underlying the cultural and economic
challenges they face.

Why is managing the workforce important?
• WORKFORCE MANAGEMENT is important because it helps create a
framework for effective scheduling, forecasting and budgeting in
order for businesses to effectively run their operations. Through the
use of automation and other tools, organizations are able to plan and
meet strategic goals, while also improving efficiency.

Why is managing workforce diversity so
important?
• Benefits of workplace diversity
Increased productivity: A diverse workplace allows for more ideas and
processes. This diversity of talent means a broader range of skills
among employees, as well as a diversity of experiences and
perspectives which increases the potential for increased productivity.

What are the key perspectives of global
workforce management?
• Global workforce management advice
From identifying and developing talent, enabling personnel mobility
and deployment and facilitating information and knowledge
dissemination and supporting collaboration and teamwork.

What are advantages and disadvantages of
global workforce?
• Having a global workforce allows companies to hire from an
international talent pool, rather than being restricted to any one
location. 2. There are many advantages to having a global workforce.
Principally, it allows companies to find the best people, and means
they can benefit from a diverse and multicultural team.

MANAGING A GLOBAL WORKFORCE.pptx

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