Impact of Mexican Culture on Training
jaybird
gphr_criteria.docxFUNCTIONAL AREA O4: TALENT AND ORGANIZATIONAL DEVELOPMENT
The design, implementation, and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values.
RESPONSIBLITILITIES
01 Make sure talent development programs comply with applicable laws and regulations.
02 Align local and regional practices with corporate vision, organizational culture, and values.
03 Create and implement awareness programs (examples include diversity, non-discrimination, bullying, cultural sensitivity, multigenerational workforce) that are aligned with the organization’s philosophy and adapt to local cultural perspectives.
04 Develop systems that support the implementation of global change management initiatives.
05 Develop and implement communication programs that are effective for a global workforce and other stakeholders.
06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements.
07 Implement and evaluate a process to measure the effectiveness of organizational development programs based on global HR metrics/measurements (examples include employee engagement surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards).
08 Develop and implement processes, programs, and tools to support organization and workforce development at all levels of the organization (examples include career and leadership development, succession planning, retention, repatriated employees, short-term assignments).
09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual teams (examples include team building, project management, performance management).
10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and their application and appropriateness to different cultures.
11 Implement culturally appropriate performance management processes that support both global and local business objectives.
12 Develop and implement global programs to support the organization’s growth, restructuring, redeployment and downsizing initiatives (examples include mergers and acquisitions, joint ventures, divestitures).
13 Develop and implement competency models to support global and local business goals.
14 Identify and integrate external workforce to provide services to support global and local objectives (examples include consultants, independent contractors, vendors, suppliers) as it relates to talent and organizational development.
KNOWLEDGE OF
0063 Applicable laws and regulations related to talent development activities
0064 Work-life balance programs
0065 Techniques to promote and align corporate vision, culture, and values with local and regional organizations
0066 Global organizational development programs and practices (examples include succession planning, leadership development)
0067 Needs assessment for talent and organizational development in a global environment
0068 Training programs and their application in global environments
0069 Global learning models and methodologies
0070 Performance management, feedback, and coaching methods as they apply locally and globally
0071 Techniques to measure organizational effectiveness in a global business environment (examples include engagement surveys, benchmarking, productivity measurement tools)
0072 Retention strategies and principles and their application in different cultures and countries
0073 Redeployment, downsizing, and exit management strategies and principles and their application in different cultures and countries
0074 Career planning models
