Welcome To Our Presentation

Our Group Members

Name Tusher Karmoker Santosh Sutradhar Md. Sidul Islam Md. Shihabuzzaman Md. Asraful Islam Md.Osiur Rahman ID 06691098 06691122 06691156 06691166 06691184 05112168

Managing the global workforce: Challenges and strategies

Cara Chen

What is workforce globally?

A global strategy that offers guidance for local decisions gives multinational organizations flexibility to operate most efficiently in each country. Given the variety of trade systems and market practices around the world, a global workforce strategy will enable organizations to support workforce health, contribute to overall business objectives and provide benefits efficiently and costeffectively.

How to manage global workforce?

As companies stake their growth strategy on global expansion and pursuit of new markets , their ability to forge ,a human capital strategy and HR capability in both globally and consistent on locally will be to successes.

Objectives of Strategies
Around the world, employers are facing a litany of challenges relating to their employee benefits, from workers delaying retirement and growing health risks such as stress and chronic diseases to the rising cost of medical benefits. For multinational employers, managing these challenges takes on a greater level of complexity.

Why strategies are important?

The challenges multinational employers face, both strategic and workforce-related, are likely to grow over the coming years as changes loom in the competitive global landscape. Putting a global workforce health strategy in place now can ensure that multinationals have the foundation to make the most of existing resources, attract and retain the needed talent, and optimize their benefits.

Introduction
Graphical motives
Case Survey & Interview Three Challenges Diagnosing the Challenges Four Strategies Implementing the Stragegies Conclusion

Case
R&D project development put together a team with all the experts needed to get the new facility up and running smoothly in its first two years. Focus on Cara who will fulfill the project.

Survey & Interview

Survey:1.three criteria(firms)
-Communication -Technology -GHRM & Programs

2.senior managers Interview:8 firms,24 professionals four questions:

-key global pressures -HR issues -leading edge -knowledge(for professionals)

Challenges & Strategies

Three Challenges: -Deployment -Knowledge dissemination/Innovation transfer -Talent Identification and Development Four Strategies: -Aspatial Careers -Awareness-Building Assignments -SWAT Teams -Virtual Solutions

Challenges Deployment
National& International
Production v.s.Technology

Foreign Policy v.s. local nationals

cross-cultural ignorance; Getting managers to stop relying on physical transfers and to think globally about resources is not easy.

Knowledge dissemination/ Innovation transfer

Knowledge& Innovation
-information:(center v.s. everywhere) -valuable market and production technology information are being produced outside the parent location. M&S

Cross-functional communication
*language compounded the trust problem

Strategies Aspatial Careers

Who: Globally oriented, highly mobile people,with proven ability and company loyalty What: Corps of experts with borderless careers on long-term overseas assignment

Awareness- Building Assignments

Who: High potential employees early in their careers What: 3 to 12 month assignments

SWAT Teams
Who: Technical specialists What: Short-term,project-length assignments

Virtual Solutions
Who: Non-rotating employees who need overseas connections What: Electronic communications

Diagnosing the Challenges (strategy:Aspatial careers)

Deployment: Geographically relocate employees with high level skills and rich cross-cultural perspective Knowledge Dissemination: Employees with id-depth global experiences & networks in leadership positions across sites Talent ID& Development: Rotation as development

Diagnosing the Challenges (strategy:Awareness-Building assignments)

Deployment:Technically competent, high potential employees Knowledge Dissemination:Crosscultural immersion to produce global perspective Talent ID & Development:Screening for ability to function out of own culture

Diagnosing the Challenges (strategy:SWAT Teams)

Deployment:Specialized skills on an asneeded Knowledge Dissemination:Transfer of technical processes & systems Talent ID & Development:Specialized skills honed through varied & frequent applications

Diagnosing the Challenges (strategy:Virtual solutions)

Deployment:Videoconferencing & E-mail allow virtual deployment Knowledge Dissemination:Web pages, bulletin boards, intranets, distance learning & interactive training disperse information across locations Talent ID & Development:GHRIS, electronic job posting, video & virtual interviews ID and screen for assignments

Implementing the Strategies (Aspatial careers)

Encourage company over country culture Assign within culturally homogenous regions Use pan-region selection meetings Evolve selection criteria that are shared across countries Provide cross-cultural training for families Recognize family life-cycle realities

Implementing the Strategies (Awareness Building Assignments)

Rotate employees with demonstrable competence Use to develop local nationals

Implementing the Strategies (SWAT Teams)

Best SWAT team member has single contributor mindset Use to spread a cultural innovation Good at smaller locations or at startup Recognize clear limitations

Implementing the Strategies (Virtual Solutions)

Encourage virtual friendships Couple with cross-culture awareness training GHRIS works best with standardized information GHRIS trade-off between standardized information & universal access Global job posting for clearly defined jobs Dont expect instant results

Conclusion
Multinationals without a global strategy say they are impeded by the lack of a strong business case, insufficient staffing, insufficient budget and an inadequate (decentralized) global organizational structure. They see some barriers to achieving those goals, including insufficient data on employee health risks, insufficient local resources and insufficient budget. Building sustainable global strategy enables business efficiency

This is our design and thank you all

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