Escolar Documentos
Profissional Documentos
Cultura Documentos
Cara Chen
Introduction
C a se
S u rv e y & In te rv ie w
T h re e Four
C h a lle n g e s S tra te g ie s
C o n c lu s io n
Case
:Steve Prestwick
:R&D project in Singapore
: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
What can Steve do?(to be continued)
Survey & Interview
Three Challenges:
-Deployment
-Knowledge dissemination/Innovation transfer
-Talent Identification and Development
Four Strategies:
-Aspatial Careers
-Awareness-Building Assignments
-SWAT Teams
-Virtual Solutions
Challenges
Deployment
& ( )
- ( , , )v.s.
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
&
-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
Talent Identification and
Development
:GM Corp.
GHRM :who
1.identification
2.selection(cultural biases)
:Amoco Corp. in Norway
3.motivation
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:Cross-
cultural 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 as-
needed
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 acultural innovation
Good at smaller locations or at start-
up
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