Imagine you are the Global Mobility Manager of an UAE based organization that will send 5 employees to 5 different countries and they will be accompanied by their spouse and children. You have the responsibility to design and implement HR policies and practices that will help the expatriates and their families to prepare well for the international assignment and to be able to adjust and perform well in the foreign country.
. Which Expatriate adjustment factors could affect adjustment and performance in the foreign country and how could these affect adjustment and performance?
a. Why is it important to incorporate career planning in the HR policies and practices?
b. What activities would you conduct to prepare the expatriates and their families for the international assignment?
c. Would the HR policies and practices be different for each of the 5 different countries you are sending your expatriates to? Explain why or why not, addressing the five different countries (of your choice) and their economic and cultural characteristics.
Note: Give practical advice in regards HR practices.
Answer: chapter 13, PPT slides 24-30
6 out of 12 points
Question 4 (12 points: 4 points each)
Imagine you are the Wellness Manager of an organization with the responsibility to design a Wellness Program, specifically tuned to the current COVID-19 crisis and its inherent consequences of restricted movement and absence from the organization’s premises. Answer the following questions:
. Which employee benefits would you include in the program?
a. Which HR practices and Family-Friendly Policies would you implement to promote Work Life Balance and reduce Stress and employee turnover? Explain why and how.
b. How would you measure the effect of the HR practices/interventions on Work Life Balance levels and Stress levels and Turnover levels? In your answer, mention numbers and percentages.
Note: Give practical, hands-on advice in your answers.
a- health insurance since its the pandemic people only care about their healt and saftey now.
b- work-life balance is very important, at the point when employees feel a more prominent feeling of control and responsibility for own lives, they will in general have better associations with the board and can go home issues at work and home issues at home. Adjusted employees will in general feel more persuaded and less worried at work, which along these lines builds organization profitability and decreases the quantity of contentions among associates and the executives. Giving family leave, so they can spend time with their family. When they spend more time with their family, they have more motivation for their job and they are happy, so it reduces stress and employee turnover.
Answer: chapter 13, slide 13
LO 10-1 Distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage.
LO 13-2 Explain the major provisions of employee benefits programs.
LO 13-3 Discuss how employee benefits in the United States compared with those in other countries.
LO 13-4 Describe the effects of benefits management on cost and workforce quality.
7 out of 14 points
Question 5 (14 points)
Organizations have programs for recognizing employee contributions, addressing pay, performance, culture and type of work.
Recall the guest lecture by Mr. Saif Quraishi:
. What did you learn about the scenarios that Mr. Saif posed to you in terms of compensation and salary increases?
a. What are the reasons that people generally do not opt for going into the specific HR fields of Compensation & Benefits?
b. What are direct and indirect compensation / comp-onents?
c. What are the factors that influence compensation across the world?
d. Why does an organization need to do a job evaluation?
e. What did the colour codes mean of the people in the chart that Mr. Saif presented?
f. What were your overall learnings from the guest lecture?
a- salary increase makes the employer understand that he is working better
b-because they want to achieve theur goals now and in the future
c- direct: paying wages/ salary, indirect: non monentory, health insurance
d- cost of living, how the economy is, gloablization, market, geographic differences (currency)
e- to make sure that the emplyee is right and fitted for the company, to determine what positions and job responsibilities are similar for purposes of pay, promotions, lateral moves, transfers, assignments and assigned work.
Answer: PPT slide 12, chapter 12
Answer: PPT Mr. Saif, slides
g. What did you learn about the scenarios that Mr. Saif posed to you in terms of compensation and salary increases?
Impact of inflation; in UAE and Gulf countries this is small. everyone gets certain salary increased based on inflation: local currency drops in economic turmoil. But large part based on how you have done based on your objectives. Anomalies by hiring people at different levels and save salary. Now he wants a bigger salary budget to fix these salaries issues. Then decide who gets more and who does not. Everybody gets the same salary budget. Certain % of your pay has been budgeted as a salary increase. That is how finance in HR works.
What are the reasons that people generally do not opt for going into the specific HR fields of Compensation & Benefits?
People try to stay away from dealing with money. It is very sensitive area. deciding pay for different people you work with everyday and people know that you are working on this. If you are managing 1000 people there are hard chances of errors. Lot more noise when errors is related to money being involved. Lots of people how are not good with numbers and don’t want to get into analytics and number associated with C&B.
c. What are direct and indirect compensation / comp-onents?
d. What are the factors that influence compensation?
Type of company, location e.g. London, UK, Tokyo in Japan versus a small town in another country
e. Why does an organization need to do a job evaluation?
To give a score to each role and then make score ranges. Entry level will have lower score compared to job that has lots of revenue generation cost accountability and responsibility.
f. What did the colour codes mean of the people in the chart that Mr. Saif presented?
Answer: these people have been colour coded for performance. Top talent doing spectacular in their job. By far exceeding expectations. Yellow/gold codes. Dark black are strong performers. Not the very very best but considered to become top talent. Dark blue and lighter shade and lighter greys: lower performance. Talent that is not performing, efforts needs to be put in those too as well. Train people managers on it. PIPs, performance improvement plans. 90% improved their performance. Maters how you use this information, visibility across the organisation. Everyone is talent but sometimes you are in the wrong role and replacing them can help them shine
g. Open to students argumentation.
Answer : PPT slide 7, chapter 11, p.497
LO 11-1 List the main decision areas and concepts in employee compensation management.
LO 11-2 Describe the major administrative tools used to manage employee compensation
LO 12-3 List the advantages and disadvantages of the pay programs
LO 12-7 List the major factors to consider in matching the pay strategy to the organization’s strategy.
· Question 8
0 out of 18 points
Question 8 (18 points)
The Hays Global Skills Index countries assessment provided insight into talent (mis)matches in labour markets across the globe.
Choose 1 country from the Hays Global Skills Index report (USA excluded) and answer the following questions:
c. What is your assessment on the country’s economic performance? In your answer, address the GDP growth and unemployment rate.
d. What are the 3 key drivers of pressure on the local labor market? Explain why these cause pressure.
e. Explain the overall Index Score of this country. In other words, what causes the high versus low score? In your answer, address the ‘View from the ground’.
f. What influence does the state of the economy talent (mis) matches and wage pressure have on HRM in organizations, in your view? Give specific examples.
g. How does this country compare to the UAE in terms of the state of the economy and the key drivers of wage pressure?
h. What insights did you gain from this Hays skills index report on how the macro-environment influences HRM in organizations?
See particular country in the Hays skills index report.
Open to student’s argumentation.
LO 11-2 Describe the major administrative tools used to manage employee compensation.
LO 15-2 Discuss the four factors that most strongly influence HRM in international markets
· Question 9
6 out of 15 points
Question 9 (15 points)
In a classic study of culture, Geert Hofstede identified 5 dimensions on which cultures could be classified.
Compare the UAE or your country of origin with any other country of your choice and describe the differences and/or similarities of these two countries on Hofstede’s 5 cultural dimensions, see table below.
Describes the strength of the relation between an individual and other individuals in the society—that is, the degree to which people act as individuals rather than as members of a group.
Concerns how a culture deals with hierarchical power relationships—particularly the unequal distribution of power.
Describes how cultures seek to deal with the fact that the future is not perfectly predictable.
Describes the division of roles between the sexes within a society.
This dimension comes from the philosophy of the Far East. Focus on the future and hold values, such as thrift and persistence in the present that will not necessarily give immediate benefits.
UAE Vs. Turkey
1- in the uae there is a large srelation in indivisualism, where in turkey it is the same
2- in the uae there is a large power distance, people who have power have a lot of control, which is the same in turkey.
3- both country’s have gender equality but there is a large male dominated society.
4- both country ‘s companies tend to focus on long term orientation.
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