CIPD Level 5OS04 People Management In An International Context Assignment Example, UK

People management is the process of organizing and directing people within an organization so that they can achieve the organization’s goals. It involves setting objectives, planning and allocating resources, motivating and training staff, assessing performance, and providing direction and support.

People management is always a challenge but can be especially difficult in an international context. There are many things to consider when managing people in another country, such as culture, communication styles, and legal requirements. It’s important to be aware of these differences and take them into account when planning and implementing people management strategies. By doing so, you can create a more effective and successful team that will be able to work effectively in any international setting.

CIPD 5OS04 Assignment Task 1: Understand people practice from an international perspective.

1.1 Examine the contextual factors of an international organisation.

Contextual factors are those external factors that can affect an international organization. They can be political, economic, social or cultural in nature. For example, the outbreak of a war in a country where an organization has its operations can be a contextual factor that affects the organization’s ability to function properly.

Similarly, economic recession in a country can impact the financial health of an organization operating there. Social and cultural factors such as prevailing attitudes towards foreigners or women can also influence the working of an international organization. Thus, contextual factors play an important role in determining the success or failure of an international organization.

1.2 Assess the drivers and benefits of employment in an international context.

There are a number of drivers that can lead people to pursue employment in an international context. For some, it may be the opportunity to experience a new culture or way of life. For others, it may be the chance to earn more money or advance their career. And for still others, it may be the desire to help those in need or make a difference in the world.

Whatever the driver, there are also many benefits that come with working internationally. These benefits can include learning new skills, gaining valuable work experience, and building professional relationships with people from all over the world. Additionally, working internationally can also lead to personal growth and self-development as you adapt to new surroundings and challenges. Ultimately, pursuing employment in an international context can be a rewarding and enriching experience.

1.3 Explain convergent or divergent approaches to inform people management policy and practice choices.

There are two primary approaches to informing people management policy and practice choices: the convergent approach and divergent approach.
The convergent approach suggests that organizational members should share a common understanding of the organization’s goals, develop uniform policies and procedures to best achieve those goals, and work together to reach a consensus on people management issues. This approach iscentralized and top-down in nature, with leadership making decisions about what is best for the organization as a whole and then disseminating that information down through the ranks.

The divergent approach, on the other hand, suggests that organizational members should be allowed to have different understandings of the organization’s goals, develop their own policies and procedures to achieve those goals, and work together to reach a consensus on people management issues. This approach is decentralized and bottom-up in nature, with leadership allowing for more input from lower-level employees when making decisions about people management policies and practices.

5OS04Assignment Activity 2: Understand the challenges of people practice in an international context.

2.1 Evaluate the factors to be considered when selecting and resourcing for international assignments.

There are many factors to consider when selecting and resourcing for international assignments. The most important consideration is the business need for the assignment. Is there a specific skillset or experience that can be gained overseas that will benefit the company? Are there new markets or opportunities that can be accessed by sending employees abroad?
Once it has been determined that there is a business justification for an international assignment, the next step is to identify the ideal candidate.

The best candidates are usually those who are versatile and adaptable, with a strong work ethic and good people skills. They should also be willing to take on new challenges and immerse themselves in different cultures.

From a logistical standpoint, it is important to consider both the cost and the feasibility of sending employees abroad. There may be visa and immigration issues to consider, as well as housing and transportation costs. It is also important to make sure that there is adequate support in place for employees who are relocated, such as language classes and cross-cultural training.

2.2 Explain why people practices can vary across international boundaries.

Different cultures have different values and beliefs, which can lead to different practices. For example, in some cultures it is considered rude to speak openly about certain topics, such as sex or religion, while in others it is perfectly acceptable. International boundaries can also contribute to differences in practices, since people from different countries may have difficulty understanding each other’s customs.

Additionally, economic factors can play a role; in developed countries, people generally have more disposable income and can afford to engage in more leisure activities, while in developing countries people may be more focused on essential needs like food and shelter. Finally, historical factors can influence contemporary practices; for instance, many African countries were once colonized by European nations, and this colonial legacy can still be seen in some people practices today.

2.3 Evaluate the cultural and institutional differences to be considered when managing international people practice.

When managing people from different cultures, it’s important to be aware of the institutional differences that may exist between their home country and your own. For example, in some countries it’s customary for employees to take a siesta during the middle of the day, while in others it’s considered extremely unprofessional.

In addition, cultural norms regarding gender roles can also pose a challenge when trying to manage an international team. In some countries it’s more common for women to stay at home and take care of the children, while in others they may be expected to work just as many hours as men. It’s important to be aware of these differences and try to create a working environment that is respectful of everyone’s individual cultural values.

CIPD 5OS04 Learning Outcome 3: Understand the importance of people practice in an international context.

3.1 Evaluate the function of people practice in an international organisational context.

In an international organisational context, people practice has been shown to improve communication, relationships, and overall effectiveness.
People practice involves understanding the cultural backgrounds and preferences of others, as well as behaving in a way that is respectful of those differences. It involves taking the time to learn about others, listening attentively and thoughtfully, and adapting one’s behaviour to better align with those of others.

When done effectively, people practice can help build trust and cooperation among team members from different cultures and backgrounds, and can improve the quality of work and decision-making.

3.2 Consider the practices and policies that are shaped by the international context.

The international context strongly shapes the practices and policies of businesses today. For instance, treaties and agreements between countries can directly impact business regulations.

Additionally, the global economy is increasingly interconnected, meaning that businesses must be aware of developments in other countries in order to remain competitive. The internet and social media have also created a more open marketplace where consumers can easily compare products and services from different companies around the world.

In order to be successful, businesses must therefore understand not only their domestic market but also the global context in which they operate. They need to be aware of the potential opportunities and threats posed by events happening in other countries, and adapt their practices and policies accordingly.

5OS04 Assignment Activity 4 CIPD Level 5: Understand the process and benefits of managing expatriates

4.1 Evaluate the reasons that companies use expatriates for international working.

There are several reasons that companies might choose to use expatriates for international work.

• The first reason is that an expatriate can serve as a cultural ambassador for the company. An expatriate who is familiar with both the host country’s culture and the company’s culture can help to facilitate communication and understanding between the two cultures.
• Another reason companies might use expatriates for international work is that an expatriate can be relied on to follow company policies and procedures exactly. An employee who is unfamiliar with the local culture may not be as likely to comply with company policies and procedures, which could lead to problems.
• Finally, using an expatriate rather than a local employee can save the company money. Expatriates often receive benefits such as housing allowances and airfare that local employees would not receive. Additionally, companies may be able to avoid paying certain taxes by using expatriates.

4.2 Explain the process for selecting, preparing and managing expatriates for overseas relocation for work.

When companies decide to relocate employees overseas for work, there are a number of factors to consider in order to ensure a successful transition. The first step is to select the right employees for the job. Those who are most likely to succeed in an international assignment are typically those who are adaptable and flexible, open-minded, and have a strong desire to learn about new cultures. They should also be excellent communicators and able to work well in a team.

Once the right employees have been selected, it’s important to prepare them for their move. This includes providing information on the culture of their new country, language training if necessary, and helping them understand any differences in business practices. It’s also crucial to help them develop a support network of friends and family who can provide assistance during the transition.

When employees are overseas, it’s important to continue to provide support. This may include regular check-ins, help with adjusting to the new culture, and assistance with any problems that may arise. By providing this support, companies can help ensure that their employees are successful in their international assignments.

4.3 Explain how people practice can support re-entry and resettlement of overseas workers.

Supporting the resettlement of overseas workers is important for two reasons. First, they often bring new skills and knowledge to our country, which can help us compete in a global economy. Second, by providing them with support after they arrive, we’re helping to ensure that they can successfully integrate into our society and become productive members of our community.

There are many ways that people can support the resettlement of overseas workers. For example, employers can offer them training and assistance with finding housing and adjusting to life in a new country. Families and friends can provide emotional support, and community groups can help them connect with others who share their cultural background. All of these things are essential for helping these workers adjust to their new lives here in the United States.

Additionally, the government can provide support through programs like refugee resettlement. This program provides funding and other resources to help refugees resettle in the United States. It also works to connect them with communities and organizations that can offer additional support. By working together, we can ensure that everyone has the opportunity to succeed in their new home.

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