There can be major challenges and complexities facing organizations when they become international in their scope and activities. Comparative people management practice varies from country to country, the reasons for this being partly institutional in nature and partly cultural.
This unit explores how and why organizations trade and operate internationally, the different forms that international business operations take, and some of the practical and ethical issues that international organizations face from a people management perspective.
International Global integration
Multinational companies are moving towards greater integration in how they organize themselves globally, motivated by the potential to exploit cross-national differences in business. Modern multinationals are seeking a more flexible form of global integration, unlike earlier examples of global firms, such as IBM, that sought tight control of operations and replication of their operating model across markets.
To understand how OD plays a part in successful international integration click on the link below. It focuses on how OD professionals can harness the skills of “globalizing actors” to help shape this strategy.
International Talent Development
Organizations operating in a global environment need to consider how they will identify, recruit, deploy and develop talent on an international basis as part of their overall people management strategy. A consistent approach is important while taking into account regional differences.
The link to the factsheet below examines the reasons underpinning the need for effective talent management and offers guidance on creating a talent management strategy using different strategic approaches.
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Managing Multicultural Teams
The multicultural team is a phenomenon that, in particular, due to globalization, migration, and greater workforce diversity, has seen long-term growth. Understanding cultural differences should be a prominent consideration for contemporary people managers.
The link below takes you to a report that draws on key findings to offer practical guidance on overcoming communication barriers and problems inherent to cultural differences. It sets out the key recommendations to help managers manage in an international context.
Understand how major strategic and contextual forces shape the management of people in international organizations.
Understand how and why people management practice varies between different countries and regions across the world.
Be able to manage staffing and employment practices in international organizations.
Understand effective and sustainable people management activities in international contexts.
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