International HR Management - Workforce Planning

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Questions and Answers

What is the primary goal of workforce planning?

To reduce employee turnover rates.

To enhance employee engagement and satisfaction.

To implement salary increases effectively.

To ensure the organization has the necessary personnel to achieve its goals. (correct)

Which phase is NOT part of the workforce planning process?

Preparing an inventory of available human resources.

Establishing a control system.

Evaluating employee performance. (correct)

Designing a training and development plan.

What type of analysis is included in forecasting demand for workforce planning?

Team-building exercises.

Skill assessments.

STEEP analysis. (correct)

Employee satisfaction surveys.

Which of the following is an example of external forecasting in workforce planning?

Analyzing labor market conditions. Signup and view all the answers

Which aspect does workforce planning consider in relation to internationalization?

Cultural issues within the local workforce. Signup and view all the answers

What is a crucial step in anticipating future staffing needs?

Analyzing the jobs that need to be filled. Signup and view all the answers

What role do trends and ratio analyses play in workforce planning?

They assist in external forecasting. Signup and view all the answers

Which of the following best describes the role of an algorithmic hiring tool in workforce planning?

To streamline the selection and recruitment process through data. Signup and view all the answers

What is primarily included in a job description?

Job identification and specifications Signup and view all the answers

Which component of a job description outlines the skills required for the job?

Qualifications Signup and view all the answers

What is NOT typically included in a job description?

Salary package Signup and view all the answers

In the context of job descriptions, what does KSA stand for?

Knowledge, Skills, Abilities Signup and view all the answers

What aspect of job descriptions refers to the hierarchical structure involved in the position?

Relationships Signup and view all the answers

How should a good job description begin?

With a job identification or title Signup and view all the answers

What do the responsibilities and duties of a job description clarify?

What actions are required to perform the job Signup and view all the answers

Which of the following is a focus of qualifications in a job description?

Hard, measurable skills Signup and view all the answers

What is one potential disadvantage of employing immigrant expatriates?

Potential lack of knowledge of corporate culture Signup and view all the answers

Which of the following is the primary reason for expatriate failure?

Cultural adjustment challenges Signup and view all the answers

Which of the following combinations benefits immigrant expatriates?

Host country acceptance and parent country expertise Signup and view all the answers

Which of these is an indirect cost associated with expatriate failure?

Poor morale in host nationals Signup and view all the answers

What is a potential benefit of employing expatriates over parent country nationals (PCNs)?

Broader talent pool Signup and view all the answers

What is the penalty for submitting an assignment two days late according to the guidelines?

20% reduction in marks Signup and view all the answers

Which of the following is NOT included in the job description requirements?

Performance metrics Signup and view all the answers

What should be the focus of Step 1 in the team activity for job analysis and job description?

Choose any position related to an international company Signup and view all the answers

In which session is the performance appraisal activity scheduled?

Session 6 Signup and view all the answers

What type of activity will the team undertake during Session 4?

Job analysis and job description Signup and view all the answers

What is a key objective of the workforce planning exercise?

To identify the specific needs and characteristics for a new employee Signup and view all the answers

What is one common mistake made during the analysis of organizational necessities?

Seeking the best candidate overall rather than the best fit for the job Signup and view all the answers

Which of the following is NOT a part of the job analysis process?

Evaluating job satisfaction among current employees Signup and view all the answers

Why is job analysis important?

It provides data for job descriptions and specifications Signup and view all the answers

Which method is NOT typically used for data collection in job analysis?

Focus groups Signup and view all the answers

What should analysts consider when preparing for a job analysis?

Recent technological advancements in the industry Signup and view all the answers

Which of the following is a benefit of tailored learning paths?

They support personalized training programs Signup and view all the answers

What aspect of job analysis helps to clarify the information needed for hiring?

Analysis and description of job roles Signup and view all the answers

What is the primary value of expatriates in an organization?

To transfer business and technological know-how. Signup and view all the answers

Which of the following best describes host country nationals (HCN's)?

They possess significant local knowledge and lower operational costs. Signup and view all the answers

What is a disadvantage of employing parent country nationals (PCN's)?

They may struggle to adapt to a foreign culture. Signup and view all the answers

What is a characteristic of third country nationals?

They are from a country different from both the firm and the host country. Signup and view all the answers

Which of the following is a benefit of employing host country nationals?

They contribute to reducing international hiring costs. Signup and view all the answers

Which statement correctly describes parent country nationals?

They maintain the same nationality as the firm's base country. Signup and view all the answers

What is a potential downside to hiring host country nationals?

They may have limited connections to the parent company. Signup and view all the answers

Which of the following best characterizes expatriates?

They relocate for business, bringing expertise from their home country. Signup and view all the answers

Study Notes

International Human Resource Management - Session 4: Workforce Planning

Session 4 of the HR301E_B course focuses on workforce planning.
Workforce planning involves interpreting organizational strategies to determine personnel needs.
The goal of workforce planning is to ensure the organization has the right people with the right qualifications and experience in the right positions to meet its goals.
Internationalization of workforce planning involves considering potential cultural, economic, and legal/political differences across various international markets.

HR Cycle

The HR cycle includes planning, staffing, orientation, compensation, performance, appraisal, and training & development.
Each stage in the cycle is interconnected and influences the others.
External and internal contexts play a significant role in workforce planning.

Workforce Planning Phases

Phase a): Inventory of available human resources.
Phase b): Anticipation of future staffing needs.
Phase c): Designing the plan for selection, training, development, promotion, and compensation.
Phase d): Analysis of jobs to be filled.
Phase e): Establishing a control system.

HR Demand & Supply Forecasting

Demand forecasting involves analyzing external factors (e.g., industry trends, competition) and internal factors (e.g., organizational strategy, budgets) to determine future staffing needs.
Supply forecasting involves assessing internal resources (e.g., existing talent, skill inventories) and external resources (e.g., labor market trends, immigration) to predict workforce availability.

Workforce Planning Examples

Companies like Google, Unilever, IBM, and CMS utilize various programs and technologies for workforce planning.
Examples of these programs include: People analytics teams, Future Fit Plans, SkillsBuild platforms, and Workforce Architecture Programs.
These tools aim to identify effective managers, use algorithmic hiring tools, implement tailored learning programs centered around specific skills, and use multiple workforce scenarios to account for varying business strategies.

Job Analysis & Job Description

Job analysis objectives: Identify necessary job skills and qualifications.
Avoid relying solely on the best possible candidate but focus on finding the best candidate for the specific job position.
Understand realistic requirements to prevent hiring unqualified employees who become under/unutilized or demotivated.
Tools to clarify job information – Job analysis and job description.
Job analysis process: Collection of information about the job including; job context, tasks, work activities, behaviors, machines/tools/equipment, work aids.
Job Content Information collected during the job analysis process is used for other HR functions within the HR process cycle.
Job description process: Includes a concise job summary, duties and responsibilities, relationships within the organization, qualifications, (e.g., knowledge, skills, abilities), and potential working conditions.
Job description components: Job identification (title), summary, responsibilities, relationships, qualifications, and optional aspects like working conditions and performance standards.

Expatriates & International Assignees

Expatriates are individuals relocating from their home country to another country for business purposes.
Their value includes transferring business/technological know-how, personnel development, enhancing communications between subsidiaries/headquarters, and standardizing organizational policy.

Parent-country Nationals (PCNs)

PCNs are employees from the same nationality as the company but work in another country.
Benefits—Communication, coordination, control & MNC glue, personal development.
Drawbacks—Limited local knowledge, high costs, difficulty adapting.

Host-country Nationals (HCNS)

HCNS are employees from the country where the firm operates.
Benefits—Strong local knowledge, lower costs, no language barrier, continuity, alignment with local government policies.
Drawbacks—Potential limited parent company culture, development time, communication challenges..

Third-country Nationals (TCNs)

TCNs are employees from a country other than the firm or host country.
Benefits—Exposure to diverse cultures/languages, additional talent, lower relocation costs compared to PCNs.
Drawbacks—Potential demotivation for local workers, persistent cultural barriers, lack of knowledge about corporate culture.

Immigrant Expatriates

Immigrant expatriates are host-country managers educated in the home country of the parent firm.
Benefits—Local knowledge, language skills, host-country acceptance, familiarity, lower costs.

Expatriate Failure

Early return: Common reasons are cultural adjustment challenges, family concerns, security concerns, and career uncertainties.
Failure to complete assignment: Stems from damaged relationships with host governments/clients, poor morale amongst host nationals, potentially negative impact on the host country's market.

Cost of Expatriate Failure

Direct costs: Pre-departure training, relocation expenses, airfare, visas, work permits, health insurance.
Indirect costs: Damaged relationships with host governments/clients, loss of market share, decreased morale/productivity, replacement/unplanned strategy changes, loss of self-esteem/productivity, and loss of promotion opportunities.

Assessment Methods - Team Assignments

Various assignments, such as team contracts, Harrods/Primark cases, job analysis/description, selection systems, appraisals, compensation programs, and training programs, are used for assessment.

Session 4 Hands-on Activity

Teams will select an international company position.
Teams will conduct job analysis & develop a job description.

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Description

This quiz covers Session 4 of the HR301E_B course, focusing on workforce planning within international human resource management. It discusses the importance of aligning personnel needs with organizational strategies and the phases involved in effective workforce planning, including considerations for cultural and legal differences in various markets.