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Students, please view the "Submit aClickableRubric Assignment" in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 5: Company Presentation Due Week...

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Students, please view the "Submit aClickableRubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.

Assignment 5: Company Presentation
Due Week 10 and worth 200 points

For this final assignment, imagine that you are an HR Manager on a global HRM planning committee. You are required to present to upper management six (6) main concerns related to global human resources matters.

You have compiled data about four (4) of those concerns in previous assignments, but you need to add two (2) more elements to the presentation.

The VP of Human Resource Management has asked you to present aPowerPointpresentation to upper management to discuss your previous findings. Those findings included culture in a global environment, expatriate turnover reduction, recruitment factors to consider for Japan or Saudi Arabia and important steps to consider in an on-boarding process.

In addition to presenting data of the previous assignments, the VP of Human Resources Management also wants you to discuss a compensation strategy that would support international operations in your company and to identify two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.

Create a ten to fifteen XXXXXXXXXXslidePowerPointin which you:

    1. Share information you have learned about different cultures that exist in a global corporation and global market.
    2. Explain why expatriate turnover exists.
    3. Discuss recruitment strategies in Japan or Saudi Arabia.
    4. Explain an on-boarding process.
    5. Recommend compensation strategies, as well as strategies that enhance ethics, labor relations, and work conditions.
    6. Format your assignment according to the following formatting requirements:

a. Format thePowerPointpresentation with headings on each slide and one (1) relevant graphic (photograph, graph, clip art, etc.). Ensure that the presentation is visually appealing and readable from up to XXXXXXXXXXfeet away. Check with your professor for any additional instructions.
b. Include a title slide containing the title of the assignment, your name, your professor’s name, the course title, and the date.
c. Narrate each slide as if you were presenting them in a meeting, and write out detailed speaker notes. More information about narratingPowerPointslides can be foundhere.

7. Use the APA format to reference your work, including in-text references when necessary. See the APA Guide located in the Student Center tab.

The specific course learning outcomes associated with this assignment are:

  • Determine the nature ofglobalization, cultures, and labor markets, and assess the impact on human resource management (HRM).
  • Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness.
  • Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals.
  • Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for operating in multiple countries.
  • Select performance management processes to assess and improve performance throughout a multinational corporation.
  • Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals.
  • Suggest compensation strategies to support international operations and balance global operational efficiencies with responsiveness to local labor conditions.
  • Analyze effective approaches to the broad spectrum of employee relations issues, including fostering ethical behavior, labor relations, and work conditions.
  • Use technology and information resources to research issues in global HRM.
  • Write clearly and concisely about global HRM using proper writing mechanics.
Answered Same Day Aug 19, 2020


Soumi answered on Sep 04 2020
128 Votes
PowerPoint Presentation
LaVerne Garland
Professor Margaret Taylo
Global Human Resources Management
BUS 325
The assignment highlights the issues and problems faced by a multinational firm in terms of Human Resource management at global level. There are different operating styles of various organizations as per the industry and geography they operate in, however a common organizational culture prevails at a global level within a company. Such organizations are burdened by the rising rates of Expatriate Turnover, which results in increases operational losses for the company. The companies must come up with a recruitment strategy suitable for their operations in multiple countries. Several aspects have to be taken care of while formulating the on-boarding program in such scenarios keeping in mind varied employee relations issues.
1. Different cultures existing in a Global Market and Corporation
ect perception of hierarchy in terms of management often leads to lack of honest feedback during meetings and decision making process.
Employees are often not able to understand the gravity or seriousness of commitments and hence fail to achieve procedural agreements within teams.
Sometimes the employees are unable to make a decision between the dilemma of profits v/s protocols or guidelines, when in a different cultural scenario.
Varying communication styles across cultures and variance in attitude regarding deadlines and appointments are another areas of conflict.
Global Corporation: In today’s age of globalization, multinational firms usually fail to identify plausible cultural differences which may hamper team productivity and in turn the growth of the organization. Some commonly prevailing cultural conflict areas are:
Global Market:
Broadly the cultures among the global markets can be classified into two categories:
Individualistic: Employees generally tend to be characterised by independence and freedom of work, time bound operations and self-reliance.
Collective: These are commonly characterised by teamwork, trust among co-workers along with responsibilities towards society and community.
Across these two categories, several cultural factors such as language ba
iers, political culture, and technology penetration play a vital role determining the overall outcome of the business operations in a global market.
2. Reasons for expatriate turnove
Many a times the selection criteria for an overseas assignment is decided based on general guidelines as per the Headquarters, and not according to the specific needs pertaining to the job.
Insufficient and inadequate training during the on boarding program, prior or during the joining of the employee in the new location, often results in high turnover.
The absence of support, guidance and feedback from the headquarters also make the employee struggle in its new environmental culture.
Expatriate turnover occurs when an employee returns/forced to return from his/her allocated assignment overseas, before the completion of its full term. Some of the underlying causes on a global scale can be:
2. Reasons for expatriate turnover (Contd.)
Sometimes due to mismatch in the job profile and the candidate profile, employee can find himself simply unable to blend in the working environment.
Failure of the companies in providing smooth transition to the employee along with his family/spouse.
Lastly, insufficient compensation and non-lucrative career paths also deter the employee from its pre-set goals.
3. Recruitment strategies in Saudi Arabia
These factors are important because
Language will improve communication in the organization. This will also improve communication with suppliers and customers.
Technical skills will improve the organization's operations.
Nationalization will reduce employment gaps in the country
Culture can also be an obstacle to the organization and can lead to employee turnover.
Cultural fitness is a possibility that someone will be able to meditate on something and/or adapt them to behaviors, behaviors, and organizations that promote fundamental beliefs.
Global recruiting strategy
Effective talent management includes a strong commitment to designing and implementing a comprehensive, strategic and technically supported approach to human resource management.
Recruiting the right people at the right place and at the right time requires the right strategy to achieve and maintain that advantage.
This is because only the right people make up the strategic assets of any organization.
Recruitment strategy: The selected strategy disseminates the required job information for potential job candidates (Hope, 2017)
Recruitment is more than just filling vacancies. It seeks to pursue a long-term direction in mobilizing high-performance labor, with the aim of achieving the organization’s near-term goals and building the future.
Global recruiting strategy
Recruiting in Saudi Arabia
In order to become one of the developed countries in the world, Saudi Arabia is recruiting different human resources from different countries in the world.
Saudi Arabia has a recruitment agency called Oman that is responsible for recruiting employees. This is to relieve the pressure on employers who seek the best and reliable employees for the company.
Oman institutions serve the education industry, the hospitality industry, the IT industry,
Contacting regular suspects through regular channels may make busy managers feel safer, easier or faster, but it does not
ing new and increasingly varied talent to the organization.
In addition, organizations can take advantage of temporary foreign employee plans, post-graduation work permits for the international students, as well as employment immigration programs.
Not only in Saudi Arabia, culture is the key to the recruitment process. Different employees come from different countries. Since Saudi Arabia is...

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