Purpose and Mission
Managing in Global Environment calls for state of art management practices and Leadership traits and wide scale implications of Cultural intelligence and Contingency leadership to bring stability and clarity and make corporate global citizen.
However, business is merely run by entrepreneurship and successful business needs an amalgamation of all domain and verticals.
Any successful business is run by teamwork as corporate management is like playing football where all players conjointly strive forward for common goal.
Starting with HR which forms crux of employment and widening and talent acquisition, employee engagement, talent spotting, reserving and growing talent, promoting talent, corporate governance, ethical management and industrial labor relations has the potential to build strongest base for organizations.
Financial team comprises of risk management and investment banking, accounting, payments, and legal and audit requirements.
Marketing teams handle sales, marketing, public relations, digital marketing, analytics, strategy development.
Operations team make up for supply chain management, logistics, purchase, procurement, maintenance, supervision and engineering.
IT forms technical and analytical support and cyber security rusk support.
Thus we see all teams are intee related and it is cross functionality that drives success. Eliminate any one function and whole organisation gets paralysed. If HR doesn’t work the administration collapses. If Finance doesn’t work out no marketing expenditure can be taken ahead. If Operations doesnt work there is no production nor sales.
If IT doesnt work there is no marketing and no payment mechanism.
Hence all functions are extremely important and independent. However in overall opinion Hr forms the base because HR function recruits people who are biggest stakeholders and any degradation or malfunctioning in HR can destabilise any organisation.
Literature review
Staffing global organisation requires methods like Social Media Hiring, Referral Hiring, and Thid Party Consulting based Hiring which gives quality candidates.
Social media hiring is best for cultural fitments however can be skeptical which is disadvantage as it doesnt give an holistic view.
Referral hiring is another effective way because of trust and Recommendations shown. However it can be disadvantageous if referrences are unchecked and unverified.
Consulting based hiring gives top level candidates based on requirements and expectations. However disadvantages being cost of hiring is very high.
Organisinations must check for quality and skills as well as qualification like global experience, overall countries travelled, cross border cross domain management skills, Leadership skills, International relations management, Team building.
Predeparting on boarding opportunity is very critical for global success and hence candidates must b egiven training in global countries and should be given sufficient time to adapt to its culture and way of doing business and then should be expatriated. Here entire family expenses are taken care of and sufficient financial and administrative support is offered for ease if transition to new nation.
Ongoung training will incorporate learning through peers, transition counselling through past expatriates, reverse mentoring and case studies and collaborative approach like on job training with senuor leaders. Here expatriates are offered regular support to understand working culture, management style and organisation structure and systems.
Repatriation policies like attractive remuneration and total rewards package, career development plan for next 5 years, family health and insurance, children schooling and education support, long term stock options and bonsues, flatter hierarchy.
US employments laws like Equal opportunities as per Civil Rights act Article VI is most important and critical to be considered when in UsA as major emphasis is given on non discrimination policy of hiring. Other Acts being Sarbanes Oxley Act and Foreign Corrupt Practice Act which leaders must be aware of for ethical compliance and demonstrating integrity and honesty.
Interestingly, new managers must be recruited through global standardised training modules which gives rhem hands on experience in managing cultural aspects and global uncertainty.
Recommendations and Management Implications
An onboarding program must incorporate following activities in 1 day :
Case studies
Quizzes
Role plays
Presentations
Live group discussion
Key takeaways.
Each modules above is alloted 1 hour each and is summed up with dissemination of handouts of written material of talent programme trianing and regulations of organisation. It is then concluded by question and answer forum with 2 hour allotment.
Effectiveness of training programme is largely observed as grads get hands on experience using live industrial usecases and get high degree of feel of corporate atmosphere where teams collaborate and solve conflicts and form interrelationships. Moreover satisfaction survey and feedback for improvement can help gauge effectiveness and scope of improvement.
References :
Managing global organisations: A Cultural perspective, by Anett S Mcdevittand Harry Triandis
Managing international organisations: lessons from the field, by Ian Turner, European Management Journal, Volume 12, Issue 4, December 1994