Introduction
Cultural competence is vital in relocating personnel and their families to a foreign country for work. Despite five months on the job, the teams are not as fruitful as expected and are experiencing internal conflicts and difficulties with clients. Due to these challenges, it is crucial to examine the current hiring practices and identify ways to improve them, as well as explore the role of the HR department in organizing employees and their relatives to work in a foreign country.
Team Conflict Due to Hiring Global Teams in India
The current approach used by Jorge, the global group manager at Alternative Source Inc. (ASI), in hiring global teams for deployment in India could contribute to team conflict and result in a lack of success. Jorge’s method of hiring previous employees from a gas exploration company without considering cultural diversity has resulted in frustration and unhappiness among employees and their families (Raymond, 2018). This could also call into question the validity of the company’s employee handbook, which states that an assorted pool of candidates is hired to represent the diversity of the company’s international clients.
Improving the Hiring Process
To improve the recruitment process, ASI needs to consider three specific examples to ensure that the right people are selected for the correct positions. Firstly, cultural training must be provided to the employees and their families to understand and adapt to the host country’s cultural norms, values, and behaviors. Secondly, a thorough evaluation of the candidates’ cultural awareness, adaptability, and intercultural communication skills should be conducted. Finally, local personnel should be involved in the hiring process. This will give the company a better understanding of the cultural norms and expectations of the host country, and local employees can offer their insights into the candidates’ ability to adapt to the new environment.
HR Managers’ Assistance to Prepare For Work Overseas
One of the primary responsibilities of HR is to provide training and support for employees and their families as they prepare for their overseas assignments. This can include cultural training to help employees understand the host country’s customs, values, and beliefs. Another critical role of HR is to provide support and resources for employees as they adapt to their new work environment (Klikauer, 2022). This can include help with navigating the local bureaucracy, finding local schools and healthcare providers, and connecting with local resources and support networks. Finally, HR can assist in developing policies and procedures that support employees and their families as they work overseas.
Applying the Three Cultural Adaptation Skills
From Jorge’s point of view, I would implement three traditional adaptation abilities to improve the group members and their kin’s experience in India. These skills include a willingness to embrace new experiences, cultural sensitivity, and continuous cultural learning. First, I reassure the team and their families to embrace new experiences in India by suggesting they explore local culture, try new foods, and attend cultural events.
Second, I aim to cultivate cultural sensitivity among the team members and their families. With increased cultural sensitivity, the team associates and their families can build stronger relationships with their Indian colleagues and clients, creating a more positive work environment. Lastly, I encourage ongoing cultural learning for the team members and their families. This could include language classes, reading about India and its culture, and seeking opportunities to learn from Indian colleagues and clients.
Conclusion
Recognizing the importance of cultural literacy when sending personnel abroad is essential. A well-rounded and informed hiring process, support from the HR unit, and the presentation of cultural adaptation abilities can significantly enhance the success of both employees and their families as they adjust to their new surroundings. By paying attention to these factors, Alternative Source Inc. can help ensure that its global teams in India thrive.
References
Klikauer, T. (2022). Introducing global HRM. A Global Guide to Human Resource Management, 1–15. Web.
Raymond Noe, J. H. (2018). Fundamentals of Human Resources. New York: McGraw-Hill Education.