Week 3 Project

Global Workforce, Succession Planning, and Training

HR professionals, leaders, and managers must have knowledge of the basic principles of employee training for a global workforce.

Case Study:

Prior to signing the contract with the MNC, the HR professional informed you of the new succession planning program. Six years later, you (male expatriate) have been promoted to VP of Operations for a U.S.-based organization. The MNC has been preparing to go global for the past three years. Cambodia is the �rst destination. The HR professional has created an extensive training program to assist you in taking over the manufacturing plant in Cambodia. However, the training did not prepare you for what came next. The working conditions of the employees were disturbing and very unsanitary. Over the next four weeks, you simply interviewed the staff, took copious notes, and assessed production. The employees were knowledgeable but extremely demotivated. The women and children were required to work longer hours than the men.

According to Vance & Paik (2015):

Critical imperatives of training and development for the global workforce include building global competencies and workforce alignment. Particular considerations should be made to ensure the effective training of HCNs at all levels and expatriates as well as female expatriates who face unique challenges. (p. 263)

In addition to improving employees’ performance and working conditions and developing a training program for the employees, a female expatriate must also be trained on how to take over the manufacturing plant, because you will be promoted to VP of Global Operations.

How can you begin to implement the same policies and procedures that you have used in the parent company that has been a success and groom the female expatriate to take over as the new VP in Cambodia in less than one year?

Preserving “Local Knowledge” How important is succession planning to an organization, and how should an HR professional prepare for this task?

Peruse the list below and determine how the concepts can be applied to the case study:

Affective domain

Cognitive domain

Psychomotor domain

Levels of training “CASE”

Principles of adult learning

Sensitivity to cross-cultural differences

Systems approach

Training transfer

An HR professional should:

Recognize and identify any issues/obstacles that will interfere with the succession planning.

Have a well-developed leadership development program/competency model.

Have a formal succession planning policy.

Select and train multiple candidates for the position.

Have a formal procedure for maintaining contact with the expatriate.

Conduct constant evaluation of the expatriate’s assignment.

Additional Materials

From your course textbook, Managing a Global Workforce: Challenges and Opportunities in International Human Resources Management, read the following chapters:

Global Human Resource Planning

Global Workforce Training and Development

From the South University Online Library, read the following articles:

International Safety Training: Preparing a Global Workforce (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=127648298&site=eds-live)

Global Managerial Skill Sets, Management Development, and the Role of HR: An Exploratory Qualitative Study of North American and Indian Managers (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=97747727&site=eds-live)

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