Week 1 Project
Instructions
Supporting Lectures:
Review the following lectures:
Global Trade II
Human Resource, Corporate Social Responsibility, and the Global Workforce
Project
The project assignment provides a forum for analyzing and evaluating relevant topics for this week on the basis of the course competencies covered.
Introduction:
As an HR professional, you need to prepare expatriates for their assignments. Cross-cultural training will definitely benefit the group. However, you are not sure where to start and so you decide to explore Gert Hofstedes Cultural Dimensions theories to gain a better understanding of the psychological and sociocultural adjustments an expatriate may experience when assigned to a position in another country.
Tasks:
Develop a synopsis of Geert Hofstede.
Examine several key facts that led to Hofstedes research and the validity of his Cultural Dimensions theories.
Evaluate one of Hofstedes Cultural Dimensions theories.
Analyze how the knowledge of the Cultural Dimensions theories will assist a new expatriate assigned to this country. Select a country to apply the theory.
To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite all sources in your work and provide references for the citations in APA format.
Submission Details:
Create a 2- to 3-page document.
Name your file as SU_HRM6000_W1_Project_LastName_FirstName.
Global Trade II
The ILO is dedicated to establishing social justice and internationally recognized human and labor
rights. The WTO has a strong interest in trade between nations. As you well know, rms from China
and India are moving a lot of their production to the United States and other countries in order to cut
costs. With the opportunity to open manufacturing plants in the United States and other countries,
these companies expect a signicant savings. Japan also has interest in offshore sourcing to other
countries since Japan is experiencing a skill and labor shortage.
According to Vance and Paik (2015):
Offshore outsourcing increases MNCs’ strategic exibility by either contracting their
manufacturing processes outside the home country or by forming joint ventures. The
development of a dynamic organizational network through contracting and joint ventures
enables rms to maximize the specialized competence of individual operations and to use human
resources more effectively that would otherwise have to be accumulated, allocated, and
maintained by a single organization. This development means a company’s global
competitiveness will increase due to its ability to perform a certain value-creation activity in a
country where it can be produced most efciently. (p. 101)
As you consider the reasons for an organizational shift, outsourcing, offshoring, and offshore
outsourcing, devise a list of US-based companies that are taking advantage of these strategies. How
would you prepare for the global expansion? As an HR professional, you will be required to manage
the global workforce in these international settings.
Advantages and Disadvantages of Offshore Sourcing
According to Vance & Paik (2015), Although immigrant workers represent one solution to the
declining number in developed countries’ labor supply, offshore sourcing is another option that can
achieve the same objective by utilizing the overseas workforce without physical transfer of workers
(p. 100).
Advantages Disadvantages
Opportunity for expansion or strategic
exibility
Cultural differences or issues
Reduces labor costs Communication barriers
Increases the talent pool Security issues
Advantages Disadvantages
Reduces the cost of produced goods
Economic threat in home country or
labor force issues
Tax advantages Intellectual property issues
AdditionalMaterials
From your course textbook, Managing a Global Workforce: Challenges and Opportunities in
International Human Resources Management, read the following chapter:
Changes and Challenges in the Global Labor Market
From the South University Online Library, read the following articles:
Global Trade in Services: Fear, Facts, and Offshoring
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=cat06146a&AN=sou.205804&site=eds-live)
Bringing Workers’ Rights Back in? Propositions towards a Labour-Trade Linkage for the Global
South (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=a9h&AN=100319498&site=eds-live)
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=cat06146a&AN=sou.205804&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=a9h&AN=100319498&site=eds-live Human Resource, Corporate Social Responsibility, and the Global Workforce
Corporations must rely heavily on an HR professional for stafng, planning, training, performance
management, employee relations, compensation, enforcement of labor laws, and much more.
Multinational corporations (MNCs) cannot have a successful global operation without this individual.
The HR professionals job becomes more complicated:
On a global scale due to the myriad cultural and national differences in foreign operations. These
important activities involved in global workforce management are greatly inuenced by several
factors, both in the external environment and within the internal environment of the rm. (Vance
& Paik, 2015, p. 35)
The HR professionals functions when considering oversees facilities are compounded with political
conicts, different labor laws, working conditions, various agreements, culture, safety climate, and
other day-to-day activities. While an MNC is interested in doing business abroad for nancial
reasons, what precarious situation would an expatriate be placed in if an HR professional failed to
conduct an extensive assessment on the country? The expatriate could be placed in the middle of a
feud between two countries and become a casualty of war.
Human Resource Assessment for Countries when
Sending Employees Abroad
The HR professional must investigate the host country prior to sending the expatriate on an
assignment. Extensive research on the countrys political climate, economy, and any other factors will
have a direct effect on how well the expatriate will become acclimated to the new assignment.
Major Points to Consider for Assessment of a Country
Political economy
Language barriers
Customs
Legal and ethical issues
The HR functiondirected by top management and supported by HR professionalsplays a central
role in corporate social responsibility and sustainability activities as part of effective corporate
governance. Leading global rms today increasingly demonstrate competitive advantage through the
effective deployment and management of a truly global workforce, integrating the talents of the
parent country nationals (PCNs), home country nationals (HCNs), and third country nationals (TCNs)
(Vance & Paik, 2015, p. 45).
From the South University Online Library, read the following:
Evaluation of transition for family
Terrorism
Natural disasters
Managing Expatriate Evacuations in Times of Crisis: A Cross-Industry Comparison
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=bth&AN=97732717&site=eds-live)
Expatriate Performance in Terrorism-Endangered Countries: The Role of Family and
Organizational Support
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=edselp&AN=S0969593115000414&site=eds-live)
Corporate Social Responsibility Initiatives for Third
Country Nationals
Take a moment to consider how the HR professional can use geocentric stafng as a way to leverage
recruiting.
Stafng Type
Third-Country National (TCN) (Geocentric stafng choice) (Wintersberger, 2017, p. 148).
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=bth&AN=97732717&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=edselp&AN=S0969593115000414&site=eds-live
Description
Wintersberger (2017) states the following:
Orientation Subsidiary
According to Wintersberger (2017), MNCs with a geocentric focus adopt a global outlook in their
subsidiary operations. HQ relies on its global manpower in the world, developed for key positions in
the various subsidiaries everywhere in the world (p. 148).
Reects the belief in pluralism and the responsiveness of multiple cultures working together.
Hence, MNCs typically believe that top subsidiary executives can come from any country or region
of the world and make a positive impact on the performance of the corporation, once they are
developed for key positions. (p. 148)
AdditionalMaterials
From your course textbook, Managing a Global Workforce: Challenges and Opportunities in
International Human Resources Management, read the following chapters:
Introduction and Overview
Cultural Foundations of International Human Resource Management
From the South University Online Library, read the following articles:
Global Human Resources (HR) Information Systems
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=edb&AN=84775491&site=eds-live)
An HR Architectures Approach to Understanding New Forms of International Stafng
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=bth&AN=33622513&site=eds-live)
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=edb&AN=84775491&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=bth&AN=33622513&site=eds-live
