UNIT ONE ASSIGNMENT1What specifically in your organization or former organization isdifferent between your traditional U.S. HR strategies and thoseyou may have to create if you decide to go global? How willyour organization’s SHRM be different than your IHRM?Conduct research on the activities, programs, and functionsneeded for consideration of becoming a global HRM for yourorganization. Cite at least two references in your initialresponse.My organization is global and has some of the functions of IHRM, as stated by Mello(2018, p. 469). If an employee is assigned to work for an extended period in another country,then HR will help set up the employee in that other country. Some of them are tax help, foreigncurrency exchange, comparative compensation plans with perks, assisting the employee’sfamilies with whatever needs come up. This also includes accommodation assistance,international schooling for children, and any assistance required for the duration of the stay.There are local HR departments in selected sites of the organization, which coordinate to get thehelp needed for the employee as quickly as possible. My organization’s IHRM approach toglobal HRM is polycentric (Mello, 2018, p. 476). Each location has local SHRM, which developtheir practices and policies consistent with local laws and culture. However, I also do notice thatsome organizational-level global policies apply to the whole firm.In a global organization, constant cultural training is essential, especially if an employeeis new or is visiting a specific country where the organization has a presence. The culturetraining should provide education related to the different dimensions that each country/culturepossesses. According to Daft (2017), the GLOBE project recognizes the following traits,Assertiveness, Future Orientation, Gender Differentiation, Performance Orientation, andHumane Orientation. Higher Assertiveness suggests durability and competitiveness (Daft, 2017,p. 123). In an exceedingly competitive world market, a firm must try to achieve highClassified as Business
UNIT ONE ASSIGNMENT2Assertiveness. It’ll give the company a competitive edge over others. The high value of FutureOrientation suggests long-term future thinking, and the low value implies short-term results. It isconceptually inspired by Hofstede’s Long-term Orientation. Both are based on self-control(Tocar, 2019, p. 26). Gender Differentiation maximizes gender role differences (Daft, 2017, p.123). Cultures with lower value develop equality (Tocar, 2019, p. 25). Performance Orientationfocuses on performance-driven rewards to an individual or a group of individuals (Javidan et al.,2006, p. 69). Humane orientation is critical. Treating all your employees, and peers fairly,without bias, is vital to the performance of the team and the organization (Daft, 2017, p. 123).