This course examines the interplay of various factors associated with evaluating managers, employees, and customers from different cultures. Students explore the varied components of expatriate recruitment, selection, orientation, and training strategies. International labor standards and public policy issues associated with trade agreements are explored to determine their impact on organizational strategy.
Upon completion of this course, students are expected to be able to do the following:
- Compare the U.S. and other developed capitalist countries in regard to the way workers are organized and the role of government.
- Develop staffing strategies for multinational organizations, including expatriate compensation, repatriation, and career pathing for returning expatriates.
- Assess the global legal environment including country-specific laws, the Foreign Corrupt Practices Act, immigration rules, and U.S. laws that apply outside the U.S.
- Appraise security issues associated with global human resources, such as data security, HR information systems, and employee privacy and safety issues.
- Articulate cultural sensitivity practices involved in managing a virtual workforce, valuing diversity within work teams, and appreciating the importance of cultural competence.
Prerequisite: HRM 601 Human Resource Management Strategy