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Diversity issues call for a multi-pronged approach
To be a global company means to be a diverse company- diverse in terms of business, services, markets, clients, strategies and workforce. And the success of such a company depends on the effective management of its valuable workforce.
While, recruiting and retaining talent is a common issue for any HR department, keeping up the balance of skilled workforce across its business units is an added concern in a global company. The educational standards, culture and employment laws at a place, and the attitude, aptitude and interests of its people make it difficult to maintain this balance. Thus, the HR personnel and managements of a global company must be equipped with additional abilities to deal with the specific problems related to the area.
The levels of knowledge and skills possessed by people in different countries, though they have attained an equivalent degree, differ greatly. Sometimes, the required skill set might not be available at all at a location. These kinds of situations occur mainly due to two reasons. One is the advancement of the country in that particular field and hence the availability of courses in that field. The other is, a majority of students opting for a field that is in boom during that time at the place.
Such situations may lead to a change in the business structure of the company or rigorous training sessions for the candidates of the place or transfer of suitable candidates from another place. The company must opt for a suitable alternative considering factors like cost incurred, significance of the project, aptitude and attitude of candidates at the place and time on hand.
Aptitudes, attitudes and culture of people govern the success of training. Not all people are suitable for all fields. Hence, deciding whether a group of people can really gain the targeted skills from the training needs a prior debate. Also, though they are suitable, they must be willing to appreciate the opportunity to learn and their culture must not impede it.
Another way to attain the balance is to transfer the employees. Suitable employees can be sent to on short-term or long-term assignments to places where there is a requirement. If a candidate is willing to relocate completely, the company can consider that option also. But long-term or complete relocation involves dedicated sessions to prepare the employees. A course in the specific language should be sponsored. The employees must be trained to deal with people from a completely different culture and working style.
It also requires support during and after the assignments. Issues like housing, personal and financial commitments, career prospects, food and education of children must be addressed. The employee and the employer must discuss each of the issues in detail before preparing the contract.
But to handle all this, the company must be a truly diverse company. It must respect the life styles, beliefs, perspectives, habits, social aspects, religions and sentiments of people hailing from different places. Employees must be valued for what they are and the contributions they make for the progress of the company. Their growth in the organisation must be guided solely by their credentials.
Native employees must be educated about different cultures and the way the company expects them to behave with expatriates. The norms of interaction between its employees at different levels and at different places must be well defined. It is essential to inculcate in each of the employees, tolerance to diversity. It should be made clear to them that the company treats all its employees equally and any discrimination will not be tolerated. Any issue affecting the morale of any employee must be dealt with in a fair manner.
To execute a successful global business, the company must frame its norms considering the social, legal, demographic, ethical and cultural aspects of the people of all the countries they are concerned with. All the employee of the organisation, across the globe must be made aware of these norms and made to follow them. Only then can it project itself as a diverse company, attract talent and retain them.
NITYA SAI SOUMYA
faqs@cnkonline.com
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