Discussion #1
Cite three ways that global HR differs from domestic HR, specifically in relation to Total Rewards. Give examples, and cite at least one source from the class. Respond to at least one colleague.
As discussed in this weeks learning resources, in a global HR environment, almost all human relations management concepts can be applied as they are in a domestic manner. However, a global setting allows some aspects of the total rewards approach to be maneuvered. As an example, if a overseas office needs a new role implemented, the HR/Recruitment team will have to find someone who is attracted to the rewards that can be offered. Many might find the offering of new language skills, company provided housing, and a new environment/exposure to different cultures to be rewards and can be leveraged as part of the total rewards program to attract employees for overseas roles (university of Minnesota, 2016.). This is not something that could be done domestically; however it could be done in a relative standpoint if the domestic HR has a role in different states.
This weeks reading has also helped uncover that while English
is the universal business language, global HR may be able to add language training and education to employees who want to display their ability to speak in business language, but also use their skills in social and home settings in any country they
may live in. Having this training available to employees in the US and in other countries allows them to expand socially and professionally. This is an offering of total rewards that would attract employees as it allows them to improve their knowledge and abilities and also makes them a stronger asset
for the company if they do multinational business dealings.
