Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace 9 ppt

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_1 docx

... designing the framework with instructions toimplement and customize locally and trying to create consistent, global standards of excellence. Depending on the business model2 Going Global today ... global organization, and in doing so they bring the business strategy tolife for their employees. They understand the human dynamicsof operating in different cultures and how to facilitate the orga-nization’s ... within countries, and certainly within and across continents. Understanding the complexity both withinregions and on a global scale is especially important based on the signiﬁcant increase in...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_2 doc

... agreements.Punctuality. The anecdotal evidence in Trompenaars and Hampden-Turner ( 199 9), as well as research by Levine and Noren-zayan ( 199 9), shows that Western cultures differ from the restof the world in terms ... Components1. Engaging in leadership—creating and maintainingcoherence2. Ensuring clear and meaningful communication3. Engaging in supportive behaviors to maximize team synergy4. Engaging in perspective ... commitments in their favor.48 Going Global be used by practitioners. These guidelines are grouped basedon their temporal nature (that is, whether they occur beforeinteraction, during interaction,...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_3 doc

... aids in the facilitation of trainingorganization and retention of the new information gained (Mayer 197 9; 198 9). Advanced organizers may be as simple as a briefoutline of the training modules and ... ofanother person during interactions, therefore enhancing under-standing and the likely success of the interaction. Perspective70 Going Global include the highlighting of differences, the development ... that occurwithin multicultural teams. It involves ‘‘understanding how and why another person thinks and feels about the situation and whythey are behaving as they are’’ (Sessa, 199 6, p. 105)....

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_5 pot

... immediately going to go and work in The Hague and vice versa. So in essence youwind up in a global job market and the standardization [of stafﬁngsystems] ensures that you are applying the same standards ... describe the jobs for which theyare recruiting so that even if certain regions tap into their socialnetworks and leverage informal methods, recruitment and hiringis particular to the job in question. ... into which they are placed.126 Going Global India by Naukri.com, in association with CNBC TV 18, a lead-ing business news and information channel (‘ The Job Show,’’2006). Deloitte Consulting...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_7 pptx

... their own interactions and the evolving dynamicsof the group. From the likes of these basic skill training groups(T-groups), the popularization of corporate training and learningwas born and ... establishing and maintaining the relationship. 194 Going Global NMAP Process ExampleOn-Boarding: Framework for Individual Support (12–18 Months)• Stage I: Initial integration meetingTakes ... performance (Buckingham &Coffman, 199 9). The line manager’s role in effectively establishing perfor-mance expectations for the new hire includes the following:• Provide an overview of the function’s...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_8 ppt

... doesTable 9. 2. Employee Conﬁdence Percentage Scores.Δ2Q 09 −1Q 09 2Q 09 U.S. 5.34.67.68.41.612.58.1126.8−0.73 .9 5 98 .9 99. 0 99 .0101.4 98 .9 102.3 99 .6100 .9 107.2 93 .8 96 .0 97 .8 93 .6 94 .4 91 .4 93 .0 97 .3 89. 8 91 .588 .9 100.4 94 .5 92 .1 92 .8101.4102.6101.3101.5 99 .9 100.7 99 .3 98 .3106.4 93 .6100.5100.3103.4103.0100.7 99 .6105.4 99 .9 100.1101.6105.7 99 .5100.1101.3100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0UKGermanyFranceCanadaChinaIndiaRussiaBrazilJapanSpainItaly1Q 09 ... 5.34.67.68.41.612.58.1126.8−0.73 .9 5 98 .9 99. 0 99 .0101.4 98 .9 102.3 99 .6100 .9 107.2 93 .8 96 .0 97 .8 93 .6 94 .4 91 .4 93 .0 97 .3 89. 8 91 .588 .9 100.4 94 .5 92 .1 92 .8101.4102.6101.3101.5 99 .9 100.7 99 .3 98 .3106.4 93 .6100.5100.3103.4103.0100.7 99 .6105.4 99 .9 100.1101.6105.7 99 .5100.1101.3100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0100.0UKGermanyFranceCanadaChinaIndiaRussiaBrazilJapanSpainItaly1Q 09 ... working, they just plowforward and commit serious faux pas. What they need to do isto begin with learning what in uences the society. In the case oftheMiddleEast,thismeansunderstandingtheinﬂuenceofthefamily,...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_9 ppt

... cross-culturaltraining: practical information, area studies, and cultural aware-ness training. Practical information training is one of mostcommon types of cross-culture training used in industry and isfocused ... Practices for Training Intercultural Competence 263Didactic Training ApproachesDidactic training refers to any training intervention that focuseson information giving. In other words, didactic training ... a typology for classifying variousintercultural training approaches based on two core criteria: the training method and the training content. Training methods canbe described as either didactic...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_10 ppt

... training and after the training, in orderto determine whether the training is having the desired impacton trainee’s intercultural competence. It is not enough to simplyask the trainees if they ... components of the training for each trainee, allowing for more ﬂexibility if time constraints are tight by requiring the Best Practices for Training Intercultural Competence 285information regarding where ... comprises the collection and interpretation of data regarding the utility of training pro-grams (Goldstein, 198 6). Training evaluation serves two primary 296 Going Global Davis, M. H. ( 198 3). Measuring...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_11 pot

... afraid), and evaluative (weighing the pros and consinvolved in decision making). As individuals progress into the Iam, I have,andIdostages, the processes are more behavioral, suchas seeking reinforcement ... changing (that is, the cons). In these ﬁrst three stages, the processes at work within individuals are likely to be more cogni-tive (listening to information and education), affective (feelinginspired ... thinking’’ in the design, translation,administration, and interpretation of the global survey (Scott& Mastrangelo, 2006) must be matched by global thinking in the action phase of the project....

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_12 pptx

... taxonomy for classifying them (Digman, 199 0; Goldberg, 199 2, 199 3; McCrae & Costa, 198 7, 198 9; McCrae& John, 199 2). These ﬁve factors have been found repeatedlythrough factor analyses and ... 360 Going Global assignment). This will create the perception within the orga-nization that global experience is beneﬁcial for one’s career(Adler, 198 1, 199 7; Black et al., 199 2b; Black, 199 4; ... across,time, contexts, and cultures (Buss, 199 1; Digman, 199 0; Goldberg, 199 2, 199 3; McCrae & Costa, 198 7; McCrae & John, 199 2) and arelabeled ‘ the Big Five.’’ The Big Five personality...

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