Building Human Capability - Globally    
Global Human Resources Management and Organizational Development Print E-mail
Often one of a company's most expensive assets is its human capital, the human resources of the organization. The management of your human resources focuses on:
  • Recruitment and selection of employees who can succeed at their jobs and who will stay with your organization, and
  • Making sure that employees' abilities are optimally nurtured and developed so that the company can receive an optimal return on the investment made in these employees.

Recruitment and Selection

This is particularly challenging in a global organization where one of your biggest challenges will be finding, retaining and developing a superior global workforce. ITAP knows how to identify the "success factors" of a position…which is a key to identification of superior candidates. Successful companies know what the jobs entail and seek to hire those candidates who can be more successful/effective with the lowest amount of support. Well written job descriptions, and competency models that clearly delineate success behaviors make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of global organizations.

Targeted Interview Techniques

In addition ITAP can support your selection process using and teaching you to use Behavior Event Interviewing (BEI) or Targeted Interview (TI) techniques. While not difficult to learn, they are far more effective at identifying exactly what capabilities particular candidates could bring to your organization. This is particularly important when recruiting and selecting across cultures.

Assimilating New Employees

In this competitive environment for attracting good global talent, companies need to pay particular attention to the perception of the company on the part of candidates and new hires. A well thought out and extensive assimilation process often makes new employees more likely to stay. This process should start before the offer is made, and many companies have assimilation plans for at least the initial six months on the job. This is especially important in group and relationship cultures as it helps the new employees feel welcomed into the group and gives them time and structure to establish relationships that will be important to the employee as well as anchor their loyalty to the company. ITAP can support your development of an effective onboarding or assimilation process.

Developing Your Employees - Global Workforce Development

Helping your employees recognize that they work in a multi-cultural environment or a global environment is an official reminder that there is an expectation that they will attend to cultural differences. ITAP's extensive experience in workforce development can focus on this need. General awareness programs are a good start. In addition, ITAP can provide specific programs targeted to functional needs (global marketing, or global e-learning development, and/or on culture-specific needs, such as Understanding you Chinese Employees or Presenting to Japanese Audiences.

Localizing Your Employee Handbook and Job Descriptions

The meaning of job titles and job responsibilities vary across cultures. ITAP can help you localize these - make them appropriate for various geographies in which these positions are located. ITAP has depth and breadth of experience in developing global employees.

Performance Management

Cultures with a preference for Certainty (prefer to know the structure/rules rather than handle ambiguity) prefer competency based performance systems. Communicating exactly what is expected and defining the levels of behaviors and assessing employees all against the same criteria feels more fair to many employees. Performance systems that depend on manager discretion can be viewed as "favoritism" and "unfair."

Global Leadership Selection and Retention

If you know what it is that differentiates successful employees (their competency / behaviors) recruiting (external) and selecting (internal) against these competencies reduces the need for development (as you hire those who already have the needed skills) and benefits employees by recognizing those who already have the skills necessary to succeed.

The global leadership competencies required for success include:

  • The flexibility to work and manage across cultures
  • The ability to be the voice of the local culture to home office while being the voice of home office to the local employees
  • Understanding of and ability to adapt to cultural differences as they impact business practices
If you want your global leaders to succeed and stay, ITAP can help you:

Global Succession Management and Development

Companies demand talent development / succession management to retain top talent and stay competitive. Linking both to a leadership competency model leverages investments, communicates expectations, and rewards (and retains) deserving talent. ITAP helps clients:
  • Define Leadership and Management competencies
  • Develop Succession processes
  • Assess talent
  • Identify areas for individual development

Strategic HR

Unless your HR professionals have a thorough knowledge of global business, what it takes to establish companies in new geographies and the needs of the local workers in country, you need the help that ITAP can give. We can be your local arm by temporarily outsourcing your start-up HR in new geographies.

Since a company's strategy will impact its employees, you need HR support that understands the global landscape, everything from the recruitment and hiring techniques used in other countries, to the establishment of contracts, and compensation and benefits packages. ITAP's strategic partners can support global companies in 200 countries around the world.

Globalizing the HR Function: HR Staff Development

As companies globalize, their HR departments need to understand the challenges of working in and serving a global organization. ITAP can provide:

  • Consulting behind the scenes for HR professionals to support them as they serve the needs of their global organizations
  • Web content HR professionals can use to sell to, train or explain about and be a better global business partner
  • Certification for HR professionals in the administration and use of ITAP tools and services
  • Act as temporary staff to supplement the capabilities of the existing professionals

Change Management

The development of your organization and, particularly, how you manage change impacts the success of your business. Managing change and growth across cultures and geographies requires specific knowledge of the impact of change and growth needs in particular cultures.

ITAP understands the cultural nuances of change in many cultures and can support your organization in collecting and analyzing data on work culture and employee climate surveys to assure responses are culturally appropriate. Our understanding of cross-border change initiatives can greatly reduce the usual issues created by change initiatives and address culturally specific issues relating to such cultural dimensions as Need for Certainty.

Companies that institute either small or large scale change need to attend to the needs of the employees before, during and after this process. ITAP can support the Change process throughout its life cycle. We can:

  • Facilitate the charter of change implementation teams
  • Provide consulting on employee communications
  • Design and deliver cross-cultural training for multi-cultural or virtual implementation teams
  • Provide change team leader support and data/information from assessment results
  • Provide the organization with data on the impact of the change.

e-StrategyMapper™

e-StrategyMapper™ creates a strategy map for business and helps organizations manage the strategy implementation through a Balanced Score Card and strategic action plans. Organizations can benefit from the StrategyMapper output to prioritize investments and their change initiatives, as well as putting figures to targets and preparing appropriate action plans.

Action Learning

Imagine selecting "talent to watch" and assigning them an as yet unsolved business problem. Give them some parameters about expected outcomes, timeframes, and how to collect information - and watch them learn. One learning coach and monthly measuring their learnings (using the Action Learning Team Process Questionnaire™) insures they:
  • learn about cross-functional issues
  • meet people from all over the company
  • get into" the day to day issues these people face.
Well defined action learning projects can resolve seemingly insurmountable business issues, develop and challenge talent, and cost nowhere near what a month at business school would cost.
 

Regional Sites

ITAP Alliance Affiliates