Deliverable 3 – Global Workforce Strategies
Competency
Integrate organizational strategy and goals with a global workforce.
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Scenario
You are the Global Talent Manager at Amazing Foods, a global food distribution company. Amazing Foods has an organizational goal of creating a culturally intelligent and competent global workforce. One organizational strategy to meet this goal is to develop and retain global employees. You have conducted an assessment of your performance management process and determined that there are gaps, which impact the engagement and retention of employees in your global environment. As you discuss this with the HR Director, Mr. Steve Kirkowski, he suggests developing a strategic plan focused on engagement and retention of host country nationals, expatriate, and repatriated employees to close these gaps.
Instructions
Design a strategic plan for the engagement and retention of host country nationals, expatriates, and repatriates that accomplishes the following goals:
Be sure to provide proper attribution for credible sources used in the strategic plan.
Running head: STRATEGIC PLAN FOR ENGANGEMENT 1
STRATEGIC PLAN FOR ENGAGEMENT 1
Hi, your paper was interesting and you addressed most all of the points in the rubric. In a couple of sections, I asked you to weave Amazing Foods into your paper by giving examples unique to this company. The last section asks you to tie your strategic implementation plan to the goals of the organization which are a culturally intelligent and globally competent workforce. You addressed engagement and retention but I need for you to address the former as well.
You had numerous grammatical errors in your paper. Please correct them.
I made comments on your paper. Please review and let me know if you have any questions and then resubmit your paper.
Strategic plan for engagement and retaining employees from the host country
Within food industry it is important to consider the culture of different members within the country as a way of ensuring products and services conforms to the norms and standards that are expected by the society (Zimpel-Leal, & Lettice, 2021). Cultural norms need to be considered especially for international companies that are operating in foreign land. The best way of ensuring that the company understands the needs of different cultures observed in a country is through hiring employees with different cultural background so that when working it becomes easier for the company to different cultural needs. Comment by Jan Hoffman: Within a food or Within the food… Comment by Jan Hoffman: For the company to address different cultural needs?? Is this what you intended.
It is the duty of human resource department to hire and retain employees in the global business operating environment. The company needs to understand specific needs of a certain group of employees and come up with different strategies that will motivate specific employees as a way of retaining them. When employee turnover rate is high is costly to the organization as it waste organizational time as well as the cost of hiring and training new employees. Therefore, it is the duty of the company to come up with different strategies that can ensure that already hired employees are motivated and willing to work for the company with one objective of assisting the company to meet its objectives. Comment by Jan Hoffman: It is costly Comment by Jan Hoffman: wastes
Challenges of performance management
Performance management is the process where the management team within the organization engages the employees in the planning of activities on how best to improve employee performance and measure the productivity level of each employees (Clack, 2021). The process need a continuous engagement of employees within the company through planning on the expected performance, coaching and training employees how best the expectations can be achieved, and reviewing the real performance of employees.
Conducting performance engagement with employees with different nationality is a difficult task considering the diversity that exist in such workforce. Such employees have different cultural beliefs and understanding having brought up in a totally different culture and society norms. The management need to have a common ground that can be used to set standards that can be easily understood and accepted by different employees.
Convincing such diverse nature of employees is time consuming which uses productive time that could be used for other processes within the company. It is also a costly process because the executive team of the organization need to organize for different bonding activities where they will take time to understand specific needs of each category of the employees. Such events include joint dinner where each employees freely share their thoughts and such an event act as a better baseline for understanding different expectation of each specific categories of the existing employees within the company. Therefore, the process of employee engagement in such a working environment is costly and time consuming. Comment by Jan Hoffman: I don’t understand. What are you convincing the employees? Comment by Jan Hoffman: needs Comment by Jan Hoffman: dinners Comment by Jan Hoffman: employee
Comment by Jan Hoffman: acts Comment by Jan Hoffman: expectations
To successfully retain different expatriate from the host country it is important for the company to successfully control the challenges associated with performance management so that both the employees and the organization can achieve the set goals without delay or challenges. Understanding each category of employee and their cultural beliefs is important in coming up with specific employee motivation technique that will help in improving individual employee productivity that translate into the overall improvement of the organizational performance. Comment by Jan Hoffman: expatriates Comment by Jan Hoffman: techniques
Ways of controlling challenges associated to performance management
Cultural intelligence assessment is the best way of minimizing all the negative attributes associated to performance management (Presbitero, 2021). This method allows the management to conduct intelligent survey in the labour market to understand different cultural views that are observed by different categories of the employees. Through the intelligent survey the company will understand different needs and preferences of specific categories of employees which is important when formulating strategic decisions with aim of measuring the performance level of each employees. Comment by Jan Hoffman: intelligence
Employees feel motivated when they are included in the planning level as well as the monitoring and evaluation exercise. Therefore, through cultural intelligence the best ways of involving employees is determined which act as a motivation to employees as their concerns are addressed and therefore, retaining such a workforce is easier because they are satisfied with each activity being undertaken by the management team of the company.
Assessment: Elaborative recommendation of use of a cultural intelligence assessment as part of the performance management process.(3)
Russell, the cultural intelligence assessment is to ascertain what people know about another countries. An example would be if Amazing Foods headquartered in the US decides to expand into Germany, it would be helpful for the key US employees took a cultural assessment on Germany and the key German employees take a cultural assessment on the US. In that way management will know what things they need the key individuals need to know in order to be effective.
Ways of developing performance goals
The best way of developing performance goals is to come up with a better processes outlining specific requirement that must be fulfilled in the process of developing performance goals that will be used as a measure of productivity level of each employee. Comment by Jan Hoffman: levels
The first step is for the management team to formulate goals that need to be achieved considering the mission and vision of the organization together with the employees. Considering the mission and vision of the organization ensures that the goals help the organization to move towards the expected direction. To come up with clear goals it is important to clearly define the area of responsibility that each employee need to concentrate on as it forms the basis of the evaluation. From the set goals it is important for management team to decide on the activities to be measured so that employees understand what is expected of them and the exact activities that will be measured. The set objectives need to be realistic so that the measurement exercise can be of use and realistic. Comment by Jan Hoffman: needs
Performance measures for the employees
The performance measures of employees need to have specific and clear metrics that are well understood by both the management team as well as the employees who are being evaluated (Bayo-Moriones, & Bello-Pindado, 2021). For the efficiency of performance management the understanding of the expected goals by employees is a measure of how best the performance management is communicated and coordinated within the company. The second metric is productivity level of employees within the area of assigned responsibility. Creativity and innovation geared towards solving challenges that the organization is facing is also another metric that is used for measuring employee’s performance.
Employee engagement strategy
The best way of engaging employees is by the use of bottom-up approach where the views of employees are considered at planning stage. Where the goals for the company are formulated and alternative ways of accomplishing the set goals discussed by both the management and the employees. Bottom-up approach is a motivating factors as employees feel being involved in the management process within the organization. Comment by Jan Hoffman: This is an incomplete sentence Comment by Jan Hoffman: factor
Employee retention strategies.
Retaining employees enables the organization especially business organizations to achieve primary objectives of profit maximization. To successfully retain employees there is need to implement employee motivational activities such as ensuring a proper working environment, a better salary, involving employees in decision making, providing training to improve employee skills, having a clear path for employee career development, and having promotion opportunities for employees working within the company to encourage them to work hard so that they can be promoted to higher level in management within the company.
Assessment: Elaborative inclusion of a process for developing performance goals, recommendation of performance measures, development of policy regarding frequency and content of performance measurement, and design of uniquely crafted engagement and retention strategies for host country nationals, expatriates and repatriates.(3)
Russell, please weave in Amazing Foods into this section of your paper. What are some specific measurements that you would assign to the employees? What specific engagement activities would you use to create cross cultural engagement for Amazing Foods?
Implementation of engagement and retention strategies
To successfully implement engagement and retention strategies it is important of the company to conduct market survey in the labour market as well as the analysis of the strength and weakness of the company which is the internal business environment. The analysis will help the company to come up with specific strategies that are supported with the current strength and capability of the organization. Comment by Jan Hoffman: change to “for” Comment by Jan Hoffman: change to “annual employee surveys”
Assessment: Elaborative detail on how the strategic plan will be implemented in both the U.S. and globally.(3)
Russell please tie this section with Amazing Foods and address the domestic and global implementation. Thank you!
Aligning strategies with goals of the company
All strategies need to be guided by the goals of the company because strategies are plans on how the organization need to achieve its specific gaols through proper management of employees it is having. When the goals of the organization are not considered then the measurement of employee satisfaction will not be of any use to the organization in a bid to achieve the organization objectives. Comment by Jan Hoffman: needs Comment by Jan Hoffman: typo Comment by Jan Hoffman: This phrase is confusing.
Assessment: Basic tie from the strategic plan to the organizational goal of creating a culturally intelligent and competent global workforce.(2)
In this section please tie your strategic plan to the organizational goal of creating a culturally intelligent and competent global workforce.
Conclusion
The company needs to understand specific needs of a certain group of employees and come up with different strategies that will motivate specific employees as a way of retaining them. When employee turnover rate is high is costly to the organization as it waste organizational time as well as the cost of hiring and training new employees. Conducting performance engagement with employees with different nationality is a difficult task considering the diversity that exist in such workforce. Such employees have different cultural beliefs and understanding having brought up in a totally different culture and society norms. Comment by Jan Hoffman: It is costly Comment by Jan Hoffman: wastes
Cultural intelligence assessment is the best way of minimizing all the negative attributes associated to performance management. This method allows the management to conduct intelligent survey in the labour market to understand different cultural views that are observed by different categories of the employees. For the efficiency of performance management the understanding of the expected goals by employees is a measure of how best the performance management is communicated and coordinated within the company. The second metric is productivity level of employees within the area of assigned responsibility.
Reference
Bayo-Moriones, A., & Bello-Pindado, A. (2021). Differences in the impact of AMO bundles of line managers and frontline workers on the performance of manufacturing firms. Academia Revista Latinoamericana de Administración.
Clack, L. (2021). Employee Engagement: Keys to Organizational Success. The Palgrave Handbook of Workplace Well-Being, 1001-1028.
Presbitero, A. (2021). Communication accommodation within global virtual team: The influence of cultural intelligence and the impact on interpersonal process effectiveness. Journal of International Management, 27(1), 100809.
Zimpel-Leal, K., & Lettice, F. (2021). Generative Mechanisms for Scientific Knowledge Transfer in the Food Industry. Sustainability, 13(2), 955.
Assessment: Used and relied on all credible sources in the strategic plan.(4)
