Create a ten to fifteen (10-15) slide PowerPoint presentation

Hello, You have compiled data about four (4) of those concerns in previous assignments, but you need to add two (2) more elements to the presentation. In this assignment the following information must be presented through a PowerPoint presentation. Thoroughly addressed concerns from prior assignment feedback. Thoroughly converted Assignment 1, 2, 3, and 4 into a cohesive PowerPoint presentation. Thoroughly suggested a compensation strategy that would support international operations in your company. Thoroughly indicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions. Thoroughly recorded voice narration throughout the presentation. (Which I will dictate through your notes provided from each slide). I am including in the attachment Assignments 1,2,3, and 4 so that you may use for resource. Please let me know if any other resources are needed. Please see below and all attachments. PROFESSORâ??S FEEDBACK ASSIGNMENTS: ASSIGNMENT 1: Excellent job!! You writing skills are very strong and you followed the directions well! Youâ??ve described two fictitious companies thoroughly as explained in the instructions. The introduction for both companies were complete. Also, you did not identify yourself as the human resources leader (be sure to do this as well for all remaining assignments. ASSIGNMENT 2: You developed two good strategies that will help your fictitious company reduce the number of expatriates leaving.I like the two strategies that you developed to reduce expatriate turnover.Good job!You did summarize the ideas for management.You did clearly present your role as an HR manager.There were no grammatical issues in the memo. The format was not followed correctly. Be sure to double space your work.You successfully format your paper using APA style. In-text citations and an APA reference page were included. Assignment 3: The findings were summarized for the strategic recruiting in your selected country.You identified the appropriate number of factors that would need to be considered when recruiting in your chosen region.Your closing summary was persuasive, and it describes why the factors you identified are important.The PowerPoint slides were in the required format, including the appropriate number of slides. In-text references were included in the presentation. Graphics, without APA style citations, were included in your presentation.If you include graphics in future presentations, be sure that all include proper APA citation. You did include an APA reference page. The format was correct. At this point in the quarter, it is required for you to use APA correctly. The title page did properly list the title of the assignment, your name, the course title, and the date. Note* I noticed that you did not include sound for your PowerPoint presentation.Be sure to use to sound for the Week 10 Assignment 5.Narrate each slide as if you were presenting them in a meeting, and write out detailed speaker notes. More information about narrating PowerPoint slides will be shared when Week 10 opens. Assignment 4: Youâ??ve created the required outline of an on-boarding process. Youâ??ve included a brief explanation of each step and explained why they are important. You explicitly stated the two (2) most critical elements to consider when on-boarding in the global environment were explicitly stated. You also identified yourself as the HR Manager. The formatting requirements below that you included: Typed, double spaced, using Times New Roman font (size 12). Include a cover page containing the title of the assignment, your name, your professorâ??s name, the course title, and the date. The format of a memorandum was correct. The APA reference page and in-text citations were correct. You included APA running heads
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Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 5: Company Presentation
Due Week 10 and worth 200 points
For this final assignment, imagine that you are an HR manager on a global HRM
planning committee. You are required to present to upper management six (6) main
concerns related to global human resources matters.
You have compiled data about four (4) of those concerns in previous assignments, but
you need to add two (2) more elements to the presentation.
The VP of Human Resource Management has asked you to present
a PowerPoint presentation to upper management to discuss your previous
findings. Those findings included culture in a global environment, expatriate turnover
reduction, recruitment factors to consider for your selected country and important steps
to consider in an on-boarding process.
In addition to presenting data of the previous assignments, the VP of Human Resources
Management also wants you to discuss a compensation strategy that would support
international operations in your company and to identify two or three (2-3) key strategies
your company could use to enhance ethical behavior, labor relations, and work
conditions.
1.
a.
b.
c.
Create a ten to fifteen (10-15) slide PowerPoint presentation in which you:
Addressed concerns from prior assignment feedback.
Share information you have learned about different cultures that exist in a global corporation and global
market.
Explain why expatriate turnover exists.
Discuss recruitment strategies from one of the countries listed below. Your selected country should be the
same as the country you selected for Assignment 3.
â?¢ Germany
â?¢ Greece
â?¢ Portugal
â?¢ South Africa
â?¢ Morocco
â?¢ Ghana
â?¢ Canada
â?¢ Mexico
â?¢ Jamaica
â?¢ Japan
â?¢ South Korea
â?¢ Saudi Arabia
â?¢ Brazil
â?¢ Australia
d. Explain an on-boarding process.
2. Recommend compensation strategies, as well as strategies that enhance ethics,
labor relations, and work conditions.
3. Format your assignment according to the following formatting requirements:
a. Format the PowerPoint presentation with headings on each slide and one (1)
relevant graphic (photograph, graph, clip art, etc.). Ensure that the presentation is
visually appealing and readable from up to 18 feet away. Check with your professor for
any additional instructions.
b. Include a title slide containing the title of the assignment, your name, your
professorâ??s name, the course title, and the date.
c. Narrate each slide as if you were presenting them in a meeting, and write out
detailed speaker notes. More information about narrating PowerPoint slides can be found
here: https://support.office.com/en-au/article/Record-a-slide-show-with-narration-ink-and-slide-timings3dc85001-efab-4f8a-94bf-afdc5b7c1f0b?ui=en-US&rs=en-AU&ad=AU
Use the APA format to reference your work, including in-text references when
necessary. See the APA Guide located in the Student Center tab.
The specific course learning outcomes associated with this assignment are:
â?¢
â?¢
â?¢
â?¢
â?¢
â?¢
â?¢
â?¢
â?¢
â?¢
Determine the nature of globalization, cultures, and labor markets, and assess the impact on human resource
management (HRM).
Analyze international business strategy to identify human resource requirements and formulate supporting
HRM plans that can improve productivity and contribute to the firmâ??s competitiveness.
Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates
versus localization or third-country nationals.
Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for
operating in multiple countries.
Select performance management processes to assess and improve performance throughout a multinational
corporation.
Propose training programs to improve performance throughout a multinational corporation and address the
considerations for effective learning in a diverse workforce of expatriates, host country nationals, and thirdcountry nationals.
Suggest compensation strategies to support international operations and balance global operational
efficiencies with responsiveness to local labor conditions.
Analyze effective approaches to the broad spectrum of employee relations issues, including fostering ethical
behavior, labor relations, and work conditions.
Use technology and information resources to research issues in global HRM.
Write clearly and concisely about global HRM using proper writing mechanics.
Hello,
In this assignment the following information must be presented through a PowerPoint presentation.
Thoroughly addressed concerns from prior assignment feedback.
Thoroughly converted Assignment 1, 2, 3, and 4 into a cohesive PowerPoint presentation.
Thoroughly suggested a compensation strategy that would support international operations in your company.
Thoroughly indicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor
relations, and work conditions.
Thoroughly recorded voice narration throughout the presentation. (Which I will
dictate through your notes provided from each slide).
I am including in the attachment Assignments 1,2,3, and 4 so that you may use for
resource. Please let me know if any other resources are needed. Please see below
and all attachments.
PROFESSORâ??S FEEDBACK ASSIGNMENTS:
ASSIGNMENT 1: Excellent job!! You writing skills are very strong and you followed the directions well!
Youâ??ve described two fictitious companies thoroughly as explained in the instructions. The
introduction for both companies were complete. Also, you did not identify yourself as the human
resources leader (be sure to do this as well for all remaining assignments.
ASSIGNMENT 2: You developed two good strategies that will help your fictitious company
reduce the number of expatriates leaving. I like the two strategies that you developed to reduce
expatriate turnover. Good job! You did summarize the ideas for management. You did clearly
present your role as an HR manager. There were no grammatical issues in the memo.
The format was not followed correctly. Be sure to double space your work. You successfully
format your paper using APA style. In-text citations and an APA reference page were included.
Assignment 3: The findings were summarized for the strategic recruiting in your selected
country. You identified the appropriate number of factors that would need to be considered when
recruiting in your chosen region. Your closing summary was persuasive, and it describes why the
factors you identified are important. The PowerPoint slides were in the required format, including the
appropriate number of slides.
In-text references were included in the presentation. Graphics, without APA style citations, were
included in your presentation. If you include graphics in future presentations, be sure that all include
proper APA citation. You did include an APA reference page. The format was correct. At this point in
the quarter, it is required for you to use APA correctly.
The title page did properly list the title of the assignment, your name, the course title, and the date.
Note* I noticed that you did not include sound for your PowerPoint presentation. Be sure to use to
sound for the Week 10 Assignment 5. Narrate each slide as if you were presenting them in a
meeting, and write out detailed speaker notes. More information about narrating PowerPoint slides
will be shared when Week 10 opens.
Assignment 4: Youâ??ve created the required outline of an on-boarding process. Youâ??ve included a brief
explanation of each step and explained why they are important. You explicitly stated the two (2) most
critical elements to consider when on-boarding in the global environment were explicitly stated. You
also identified yourself as the HR Manager.
The formatting requirements below that you included:
Typed, double spaced, using Times New Roman font (size 12).
Include a cover page containing the title of the assignment, your name, your professorâ??s name, the course
title, and the date.
The format of a memorandum was correct.
The APA reference page and in-text citations were correct.
You included APA running heads.
Running head: SETTING A CULTURAL-CHANGE PLAN
Setting a Cultural-Change Plan
Fanessa Monee Sellers
BUS 325: Global Human Resource Management
Professor Sandy Hughes
April 16, 2018
1
SETTING A CULTURAL-CHANGE PLAN
Setting a Cultural-Change Plan
XYZ Inc. Company
The XYZ Inc. The company deals with manufacturing and distributing passenger
vehicles globally. The company started the business in July 2004 and it’s headquarter is based in
Ohio in the USA. Some of the products the company produce include 56 passenger seater, 33
seaters, 14 seaters and seven-seaters which are all sold in the international and local market. The
company has been able to operate globally with an expansion of its production activities in
Nigeria, Africa as its first destination. This has made the company increase its production
activities and incorporate different culture in its business to accommodate the different diverse
groups in Africa, Asia, Europe, and America.
ABC Ltd. Company
ABC Ltd. The company is one of the leading automobile assembling company which
operates in Lagos Nigeria. The company was established in 2010 due to the growing demand for
automobiles in Nigeria and the vast areas of Africa. The main company activities are importing
vehicle body parts from various parts of the world; then assembling them in Nigeria. After
assembling the vehicles, the company then sells the vehicles to the local market and also
distribute to the neighboring countries of Niger, Chad, Ghana, Cameroon just to mention a few.
2
SETTING A CULTURAL-CHANGE PLAN
Steps in Unifying the Cultural differences between XYZ Inc. and ABC Ltd. Companies
After the merging of ABC Ltd. Company and XYZ Inc. especially the financial and legal
aspects of the importance aspects would be to merge the two companies’ culture which poses a
big challenge. As the Human Resource Manager of XYZ Inc., the discussed steps below are
suggestions that will ensure the two cultures work together to ensure attainment of the two
organization objectives.
1. Setting the Cultural Integration Agenda
It is essential to come up with a cultural integration agenda which would explain the
values, beliefs, and behaviors that would act as a pillar on how the organization should conduct
its operation (Marks & Mirvis, 2010). In integrating the two cultures, there is the need of first
defining the cultural objectives in broad terms for every employee to understand and
conceptualize and as the HRM I have to ensure that the objectives are achieved. In setting the
cultural agenda, it required tough decision making which would involve whether the merger
companies should adopt one firm’s culture or integrate the two cultures. The choice would
depend on the company which has greater value on the deal.
2. Diagnosing the Cultural Differences that Matter
The second step requires pinpointing the cultural difference that exists between ABC and
XYZ (LaPlante, 2006). Through diagnosing the differences, it will be easy to identify and
measure the differences among people, units, geographical regions, and functions. This disparity
in the companies can be diagnosed through interviews, customer interviews, flow maps and
accountability leading to successful decision making.
3
SETTING A CULTURAL-CHANGE PLAN
3. Defining the Desired Culture
There is the importance of defining the culture that needs to be adopted by the resulting
firm. The culture to be applied need to be defined through the behavior needed to be conducted
in the organization, and with incentives and the ways the company would use to measure the
behaviors. This would be conducted through coming together of the former companies’
stakeholders to create a new culture.
4. Formulating the Culture-Change Plan
Planning of the culture to be integrated into the new merge is a crucial role. The plan that
is needed to create a new culture needs to focus on the employees and how they are supposed to
conduct themselves and the precise behavior they need to acquire. The next plan would be to
define the forerunners and the consequences that will foster the employee to adopt the behaviors
(Weber & Tarba, 2010). This can be conducted through offering training programs which would
help to identify the required behavior that needs to be adopted. Monitoring and evaluation would
form part of the feedback mechanism of the plan. In the formulation of the plan, it will comprise
critical employees of the former companies, and we will create a cross-functional postintegration team consisting of employees from the two organization who will work on logistical
details.
5. Launching of the Culture-Change Plan
After approval of the culture plan, the next step would be launching the program. The
team would be involved in engaging the employees in the new culture recognition through
assisting the employees to understand the need of their continued value to the merge organization
and uniting the employees in the new formulated visions and the core values designed to be
attained (Weber & Tarba, 2013).
4
SETTING A CULTURAL-CHANGE PLAN
6. Monitoring the Progress of the Culture-change Plan
After the implementation of the plan in the newly merged organization, the team would
track the progress of the adopted changes. This process would be part of feedback mechanism of
the desired culture-changed. Through monitoring, it would enable the team to look at how the
plan is being adopted periodically. Monitoring also provides the link between the written plan
and the day-to-day operation of the organization. Correction measures can also be integrated
through tracking any disparity that may arise in the plan.
7. Culture Change Progress Evaluation
The step requires an evaluation of the data which is obtained from the monitoring
progress of the culture-change plan. This includes establishing whether the implemented culturechange plan is still operating under the formulated plan or not. If it is working within the
formulated plan, therefore; no need of bringing changes and if on evaluation it is recognized that
the operations show a deviating behavior away from the plan then corrective measures would be
adopted.
8. Initiating Corrective Measures
There is the need for the implementation program team to bring in corrective measures in
the organization if the employee’s behaviors are deviating from the plan. Through correcting the
differences, it will ensure the organization is heading towards the right direction facilitating the
attainment of the organization objectives.
5
SETTING A CULTURAL-CHANGE PLAN
References
LaPlante, A. (2006). Glenn Carroll: How Do You Successfully Merge Two Corporate Cultures?
Marks, M. L., & Mirvis, P. H. (2010). Joining forces: Making one plus one equal three in
mergers, acquisitions, and alliances. John Wiley & Sons.
Weber, Y., & Tarba, S. (2011). Exploring integration approach in related mergers: Post-merger
integration in the high-tech industry. International Journal of Organizational
Analysis, 19(3), 202-221.
Weber, Y., & Tarba, S. Y. (2013). Sociocultural integration in mergers and acquisitionsâ??New
perspectives. Thunderbird international business review, 55(4), 327-331.
6
Running head: REDUCING EXPATRIATE TURNOVER
MEMO: Strategies for Reducing Expatriate Turn Over
Fanessa Monee Sellers
BUS 325: Global Human Resource Management
Professor Sandy Hughes
May 1, 2018
1
REDUCING EXPATRIATE TURNOVER
2
MEMO
TO:
Chief Executive Officer
FROM:
Human Resource Manager
DATE:
25TH April, 2018
SUBJECT:
Strategies for Reducing Expatriate Turnover
Globally, companies do get limited amounts of returns or results in contrast to the anticipated
outcomes from their expatriates. This is due to the difficulties and frustrations associated with
global tasks, and consequently, most expatriates have a higher tendency to quit from their
positions when they manage to come home from their overseas assignment (Workforce
Magazine- Site Staff, 2004). Through this memo, therefore, I hereby propose some of the
strategies that our company can use to reduce expatriate turnover that has been witnessed before.
The proposed strategies include the use of global human resource management technologies and
assignment of tasks to individuals based on their cross-cultural abilities.
Global Human Resource Management Technologies
Also referred to as Global HRM, this kind of Human Resource Management refers to the general
term that includes the aspects of our companyâ??s recruitment, payroll processing and
management, and recruitment and talent management processes operating on an international
scale. Due to the globalization of our services, there are technological innovations that would
make it easier for our organization to operate across the world. I propose that this multinational
company have the right human resource software based on cutting-edge technologies including
the use of mobile phones; Cloud-based applications; gamification; Big Data, AI and machine
REDUCING EXPATRIATE TURNOVER
3
learning; and VR and augmented reality (Lift, 2017). These are capable of serving our
expatriates abroad to make them remain active, collaborative, and engaged in their roles through
provisions of personalized and localized experience. This technology would make it easier for us
to keep an updated and secure track on our expatriates, analyze their data, recruit more
expatriates on a need basis, process their payrolls, and communicate to them from a localized
and integrated system. Therefore; through the use of relevant technology, we would manage to
reduce expatriate turnover because they would work more efficiently and effectively and also
strengthen our connection.
Diversity Recruitment Based on Cross-Cultural Competence
One of our greatest undoing in human resource management has been the assumption that all the
highest performing local expatriates can replicate the same abroad. The resulting outcome has
been frustrationing on the part of the employees because of their lack of skills to interact with
customers from diverse socio-cultural backgrounds. Globalization has made it impossible for
expatriates without the corresponding cross-cultural competence to perform their duty properly
based on language, culture, and international conventions. The best response to this resulting
cause of turnover is the diversification of recruitment. We should recruit talented employees
from within the locus of our operations to make sure that operations run smoothly.
REDUCING EXPATRIATE TURNOVER
4
Organizations participating in this decent variety enlistment perceive the benefit of having
individuals on staff that their clients can identify with, and they realize that having a group of
different individuals adds to the scope of thoughts and impacts inside the organization. In
conclusion, I make this proposition of which I am convinced will help reduce expatriate turnover
in our company.
Thank you,
The Human Resource Manager
REDUCING EXPATRIATE TURNOVER
5
References
Lift. (2017). 5 Technology Trends That Will Highly Impact HR Management – 2017 HR Trends.
Retrieved from http://www.yeslift.com/5-technology-trends-in-HR-management2017.html
Workforce Magazine- Site13, Staff. (2004, August 13). Minimizing Expatriate Turnover.
Retrieved from http://www.workforce.com/2004/08/13/minimizing-expatriate-turnover/
Factors of Recruiting
Fanessa Monee Sellers
BUS 325 Global Res Mgt
Professor Sandy Hughes
May 8, 2018
South Korea
Introduction
â?? South Korea has a large economy and is ranked being the third in Asia.
â?? There is high demand for skilled labor in the country
â?? The demand is as a result of a decrease of the population growth in the country.
â?? Seniors are ev …
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