CIPD Level 7OS05 Managing People International UK, USA, KSA

CIPD Level 7OS05 Example

To manage people in international context is a difficult task. There are plenty of things to cover while creating productive and cohesive team, such as language barriers, cultural differences and work style. With proper efforts and communications it is possible to create a successful domestic and international team.

Below we have designed a post to discuss ways to manage people in international context. We have also discussed which challenges may appear and how to deal with them specially for CIPD aspirants from UK, USA and KSA.

In many countries they have their own types of rules and regulations when it comes to legal and political system. In many cases these are same, some are similar and some are totally opposite to each other. It is important for people professionals to understand the key factors of these and apply them appropriately.

Some major global economies are as follows:

· The United States of America.

· China.

· Japan.

· Germany.

Be aware that these legal and political systems have their own merits and demerits, which you should keep in mind while applying them in an organization.

2.2 Elaborate different ways in which people practice varies globally.

People management practices vary across the globe and there are number of ways to handle it.

Some of these ways are as follows:

· One of the most notable is the way in which different countries and regions approach employee relations.

· There are variations in the way that different countries and regions approach training and development.

· Then there are variations in the way that different countries and regions approach HRM practices such as recruitment and selection, performance management, and so on.

· There are variations in the way that different countries and regions approach employment law.

There are some more variations but these are some prime ones, these variations have an impact on how people manage in different countries all over the globe. If you want to be successful in global market so it is important for you to understand these variations properly.

3) Assignment Task: Understand about managing staffing and employment practices internationally.

3.1 Design and structure an international staffing strategy.

While designing and structuring an international staffing strategy, you must consider some factors. The most important of them is expatriate staff.

To expatriate staff is important for multinational companies, it helps them to fill the cultural gap and provide continuity between overseas offices, but most of the times it is expensive.

When deciding to include expatriates in your staffing strategy, you will have to consider some factors which are as follows:

· The nature of your business.

· The availability of local talent.

· The cost of expatriate staff.

· The distance between offices.

· The difficulty of managing expatriates.

· The size of your company.

In this new era it is important for people to have an opportunity to work remotely, so you must consider the technology you using in it.

Almost all the international companies are using new technologies to facilitate their employees to work remotely, so you must consider the following factors to identify which technological advancements you have to make, you must consider the following factors:

· The cost of setting up and maintaining a remote working infrastructure.

· The availability of technology in your target market.

· The type of work that can be done remotely.

· The impact on company culture.

It is important to consider all these factors while designing the international staffing strategy. The best way to staff your international offices will vary depending on the needs of your business.

3.2 In international context define diversity and inclusion.

In case of inclusion and diversity to stay competitive organizations operates in international context. A key reason for this is that a diverse workforce can bring a wealth of new perspectives and ideas to an organisation, which can help it to innovate and grow.

There are plenty of evidences which suggests the diverse and inclusive organisations are more successful than those which are not.

Organisations which are successful in effectively managing diversity and inclusion in an international context will find them in a competitive advantage state.

4) Assignment Task: Get knowledge about sustainable and effective people management activities.

4.1 Discuss major challenges faced by people practice managers in international organisations.

In international organizations there are multiple challenges that people practice manager face, some of these are as follows:

· There is the challenge of managing a workforce that is diverse in terms of nationality and culture.

· There is the challenge of managing employee performance across multiple locations.

· There is the challenge of managing talent in an international context.

4.2 Define communication practice in international organisations which are effective.

For any organization the key to success is an effective communication strategy. But they should be compulsory in such organizations where people work from different countries and speak different languages.

There are a number of factors to consider when developing an effective communication strategy for a multinational organisation, including:

· Ensuring that all employees have access to the same information, regardless of location.

· Establishing clear channels of communication between different departments and locations.

· Creating a corporate culture that values open communication.

· Encouraging employees to share information and ideas across borders.

4.3 Discuss importance of flexible working initiatives in international organisations.

There are some important reasons why flexible working initiatives are important in international organisations. Few of the reasons are as mentioned below:

· Improving productivity and motivation.

· Reducing stress and increasing job satisfaction.

· Enabling employees to balance work and other commitments.

· Attracting and retaining talented staff.

There are different forms of flexible working initiatives which can be defines as, telecommuting, flexible hours, compressed work weeks and job sharing etc. The specifications depend on the organizational laws and workforce entirely.

It is important that the organisations carefully consider flexible working arrangements which will be effective to meet their objectives. They also need to ensure that these arrangements do not disadvantage any employees or create new inequalities.

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CIPD Level 7OS05 Example

Table of Contents:

1) Assignment Task: Get knowledge about strategic and contextual forces to manage people in international organization.

2) Assignment Task: Get knowledge about people management practice which varies between different countries and regions across the world.

3) Assignment Task: Understand about managing staffing and employment practices internationally.

4) Assignment Task: Get knowledge about sustainable and effective people management activities.

5) We provide CIPD level 7 assignments in highly affordable price

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