Global Workforce Management: Addressing Challenges in MNE Planning

This report identifies and discusses five essential questions that multinational enterprises (MNEs) need to address for effective global workforce management. These questions cover language support for employees, the implementation and importance of 360-degree evaluations, the incorporation of cultural awareness training programs, diversity training for managers, and specialized coaching for managers working overseas. The report emphasizes the importance of each question in fostering effective communication, fair talent evaluation, cultural assimilation, and sensitivity towards diversity in the workplace. It also proposes a systematic framework for organizations to address these questions through language and culture training, interactive sessions, coaching for managers, and assessment programs, ultimately aiming to enhance unity, resolve workplace issues, and promote deserving employees. The report concludes that religion, culture, language, motivation, promotion, and remuneration are essential factors for multinational corporations to consider when managing a global workforce.

Running Head: GLOBAL WORKFORCE MANAGEMENT
GLOBAL WORKFORCE MANAGEMENT
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Author Note

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The term “Global workforce” implies workers employed by multinational companies
who are connected with each other with a global system of organizational network. The
immigrant workers, telecommunicating workers, workers connected through import-export
system can be considered as global workforce. Efficient management of the global workforce
is possible with the help of a proactive as well as strategic view to compliance. Other factors,
which the business organizations should consider for a successful management of the global
workforce, include the implementation of minimum wage laws, controlling market spans,
meeting employee allowance requirement and so on (Mercer.com, 2019). The purpose of the
study is to find out five questions that are required to be addressed in order to manage global
workforce effectively.
Essential Questions Need to be addressed
The first among the five essential questions that should be addressed for a better
management of the global workforce involves the question whether the employees are
provided language support or not. The second question focuses on the importance of 360-
degree evaluation of the employees and investigates how it is done. The third question
investigates whether cultural awareness training programs are incorporated with the corporate
curriculum or not. Again, the fourth question is related to the training for managers to be
sensitive towards the issues related to the diversity that exits in the workplace. Finally, the
fifth question is related to the special coaching for the managers before they start working in
the office overseas (The Forward Co., 2019).
Importance of the questions
The difference in the language of the employees, may create obstacles in the way of
effective communication in the workplace which in turn may affects the team work. This is

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the reason why language support is necessary. This can be explained with the help of an
example, Russian mechanics who are going to work in a car manufacture company in Japan,
should be provided training so that they can learn Japanese and cooperate and communicate
with all the levels of workers as well as the customers.
Implementation of 360-degree evaluations assists the management to evaluate the
talent of the workers fairly. A 360-degree evaluations includes-Soliciting feedback received
from the peers as well as the supervisors and subordinates, clients. This can be explained with
an example, an English-speaking manager who has responsibility of managing newly hired
workers from Beijing, may feel disappointed due to the poor English-speaking skills of the of
the new hire and overlook their potentialities. The manager may provide biased judgement
about the new hired to the higher authority. In this case a 360-degree evaluation may save the
company from losing valuable talents (The Forward Co., 2019).
There may arise issues regarding integrity among the employees from different
cultural background. Hence, cultural awareness training should be incorporated in the
corporate curriculum to make the employees learn to assimilate with their peers irrespective
of the cultural differences. This will enhance the coordination among them, integrate them,
and their team spirit (Cascio & Boudreau, 2016).
Coaching and training is required for the managerial persons so that they become
sensitive to the existing diversity and resolve the workplace issues from the perspective of
management.
It is very important to provide special training for managers before they join a office
overseas, because it will help them understand the all requirements of the effective
management of a multi-cultural environment in the workplace (Minbaeva & Collings, 2013).

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How an organization can address each of the questions
An organization can address each of the question by formulating a systematic
framework for the management of global framework. For the employees of the lower strata,
the module should include language and culture training, which will help them to learn about
the culture and language of the particular country where they will work. Keeping the problem
of assimilation in mind, the module will also include interactive session and encouragement
programs, which will help them to interact and mix with each other irrespective of the
barriers of language and culture. This will in turn decrease the communication gap and
enhance unity among the employees. Again, for the departmental as well as the operation
managers the module will be different. Apart for language training, the module will contain
coaching for the management of the issues like bullying peers in the name of culture religion,
insensitive attitude towards people of other culture and religion, disagreement of the
managers to provide required by different needs of the people who are from different cultural
background (Khilji, Tarique & Schuler, 2015). For example, companies which do not
consider Sunday as the week off or holiday, should make provision for the Christian
employees to take a leave and visit Church. Besides training, all the modules should consist
of assessment programs, personal interviews and surveys for 360-degree evaluation of the
employees, which will acquaint the higher authority to the potentialities of the employees and
help the management to take decisions regarding promotion of the deserving employees
(Vance & Paik, 2015).

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Conclusion
In the conclusion, it can be said that, religion, culture language, motivation,
promotion and remuneration are the essential factors, which every multinational corporation
should consider in the course of the management of the global workforce.

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References
Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From
international HR to talent management. Journal of World Business, 51(1), 103-114.
Khilji, S. E., Tarique, I., & Schuler, R. S. (2015). Incorporating the macro view in global
talent management. Human Resource Management Review, 25(3), 236-248.
Mercer.com. (2019). Global Workforce Management: Current Trends and Considerations.
Mercer.com.
Minbaeva, D., & Collings, D. G. (2013). Seven myths of global talent management. The
International Journal of Human Resource Management, 24(9), 1762-1776.
The Forward Co. (2019). Effective Management Strategies for a Global Workforce. The
Forward Co..Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill Education.
Vance, C. M., & Paik, Y. (2015). Managing a global workforce. Routledge.