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Globalization and HRD

Globalization and HRD . People advantage strategies, current and future HRD challenges. Summary. T he marketplace & n ew role for HRD in the globalized context. Global Mobility: HRD strategies for r esourcing & e xpatriates assignments .

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Globalization and HRD

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  1. Globalization and HRD People advantage strategies, current and future HRD challenges.

  2. Summary • The marketplace & new role for HRD in the globalized context. • Global Mobility: HRD strategies for resourcing & expatriates assignments. • Corporate Social Responsibility, Business Ethics and impact on HRD. • Global issues. A new role for HRD at corporate and national level

  3. Definition According to the IMF, globalization is “the growing of economic interdependence of countries worldwidethrough…. increasing volume of transactions of good and services, capital flows and increased technology” (Osland , 2003).

  4. The reflection exercise • It is difficult to narrow it down to three elements; it is a complex and evolving phenomenon • The scope of the exercise was for us to realize that it does exists and affect us one way or another, no matter where we come from • It is multidimensional, for some aspects disputable. In our mind it may be emotive and subjective • Some view it as beneficial , others regard it with hostility

  5. Changes/Impact (Osland, 2003)

  6. The marketplace & organizations • Competitiveness • New technologies • Rapid Changes • Privatizations and outsourcing • Financial opportunities & constraints • Cultural diversity • Flow of information and knowledge • New skills • Workforce mobility • Mergers , takeovers • Refocus on customers (Ruona & Gibson,2004)

  7. Change in the HR Function (Wellins, 2000) (Ulrich, 1998) (Ulrich, et.al,. 2007) (Brockbank, 1999) (Ulrich, Brockbank, & Johnson, 2009)

  8. Impact on HRD (Wellins,2000) (Broackbank,1997) (Ruona& Gibson,2004)

  9. Global Mobility Global Mobility (Ulrich, 2007) (Brokbank, 1997)(Wilson, 2008) ( Odell & Spielmann, 2009)

  10. HRD Strategic Interventions in Resourcing

  11. Analysis • External labor market • Internal demographic • Innovative processes • Outreach • Career development, promotion • Retention measures

  12. Strategic Issues in Expatriates' Assignments (Cooper-Thomas, & Anderson,2006) (Pate, & Scullion, 2010) (Paik, Segaud, & Malinowski,2002) (Osman-Gani, & Hyder, 2008)

  13. Strategic HRD approach • Pre-departure training • Socialization programs upon arrival • Line managers development • Coaching and mentoring programs • Alignment with well-being , diversity and other HR policies(L&D, perf.mgt, succession planning) (Davis, & Kleiner, 2001)

  14. Benefits for Organizations (Sanders & Kleiner, 2002) ( Marx,2006) (Schein,1988)

  15. And now……….. the other side of going global

  16. Video: The Hidden Face of Globalization

  17. Corporate Social Responsibility (Chartered Instituted of Personnel Development ,2009)

  18. HRD role in CSR (Garavan, & McGuire, 2010) (Fenwick, & Bierema,2008) (CIPD, 2009)

  19. What do we mean for ethics? 1. Conflict of interest
2. Lying to employees/ stakeholders
3. Abusive behavior
4. Misuse of assets
5. Discrimination & Harassment 6. Safety violations
7. Improper hiring
9. Misuse of confidential information

  20. Dimensions of Integrity (UN International Civil Service Commission[ICSC])

  21. US 2009 snapshot (private sector) • Observed misconduct declined by 7 percentage points. From 56% in 2007 to 49% in 2009. • Reporting of misconduct improved by 5 points. From 63% to 58% in 2007 • Pressure to commit an ethics violation declinedfrom 10% in 2007 to 8% in 2009 • Perceived retaliation as a result of a report of misconduct rose, from 12% to 15% (organizations that underwent lay-offs) (Ethics Resource Center[ERC], 2009 National Business Ethics Survey)

  22. (SHRM, 2009)

  23. Corruption Perception Index 2010 (Transparency International, 2010)

  24. KPMG Fraud Survey 2009 • 32% believe that fraud was going to remain steady or increase in their organization. • 27% lack effective policies on how to conduct investigations and 33 %how to remedy control breakdowns. • 67% believe improvements are needed in employee communication and training. (KPMG, 2010)

  25. Step 1 HR engaging partners, build consensus Step 5: HR achieving performance and employee efficiency HR Strategic Partner Step 2: HR aligning ethics and CRS into the strategy Step 4: Leadership development and shaping cultures Step 3: HR focusing on core values and corporate ethics Business Ethics: Strategic HRD approach (Ledwidge, 2007; Wood 2007; Peppas, 2006; Rossouw, 2009; Cartwright & Craig, 2006; Garavan & McGuire, 2010; Zairi & Shahin,2007)

  26. HRD & Ethics (UNDP Transparency)

  27. HRD Impact Workforce Performances & Organization Success (Ledwidge,2007 ) ( Wood, 2007 ) (Cartwright & Craig , 2006).

  28. Now the “global” downside of globalization

  29. Anti-global • Global trading dominated by few economic powers • Economic, financial and ecological justice are violated by MNCs…. and by IMF, WB, WTO, UN, EU and western governments

  30. The globalization’s downsides (Lee,2006) (Osland, 2003) (McLean, 2004)

  31. better goods and services at better prices, it breaks down barriers, and economic growth turns people away from conflicts By contrast ………… opportunities for democracies and good governance – Mexico, Ghana, and Bangladesh are just a few examples The poorest and the least democratic countries – North Korea, Burma, Cuba, and Sudan – are also the least globalized countries. Harvard Study: developing countries with open global economies grew by 4.5 per cent a year during the past twenty years while those with closed economies grew by 0.7 per cent a year (Marquardt, 2005)

  32. New Role for HRD and NHRD (Garavan& Macguire,2010; Lockwood,2004; Marquardt & Berger, 2003; Russ-Eft& Hatcher, 2003; Lee, 2007; Lynham & Cunningham, 2006; Mc Lean 2004; Cho & Mc Lean, 2006 )

  33. Development and HRD Challenges • Build democracies and transparent governements • Balance economic growth • Global Leadership • Technology • Environmental challenges Solutions • HRD as tool for education & training, institution building • Measures that assist those adversely affected by the changes • HRD as educational tool • HRD as knowledge management framework • Env. as strategy trough change developing individuals and shaping cultures (Marquardt, & Berger, 2003 )

  34. HRD Trends and Challenges (Ruona, Lynham,  & Chermack, 2003)

  35. Summary of what we have discussed !

  36. Thank you for your attention! Q.& A.

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