Deliverable 3 – Global Workforce Strategies
Integrate organizational strategy and goals with a global workforce.
You are the Global Talent Manager at Amazing Foods, a global food distribution company. Amazing Foods has an organizational goal of creating a culturally intelligent and competent global workforce. One organizational strategy to meet this goal is to develop and retain global employees. You have conducted an assessment of your performance management process and determined that there are gaps, which impact the engagement and retention of employees in your global environment. As you discuss this with the HR Director, Mr. Steve Kirkowski, he suggests developing a strategic plan focused on engagement and retention of host country nationals, expatriate, and repatriated employees to close these gaps.
Design a strategic plan for the engagement and retention of host country nationals, expatriates, and repatriates that accomplishes the following goals:

Examines the challenges of performance management processes both in the U. S. and globally.
Recommends the use of a cultural intelligence assessment as part of the performance management process.
For host country nationals, expatriates and repatriates:

Provides a process for the development of performance goals
Recommends performance measures
Develops a policy regarding the frequency and content of regular performance assessment
Develops a uniquely crafted employee engagement strategy
Designs a uniquely crafted employee retention strategy

Details how the engagement and retention strategic plan will be implemented both in the U. S. and globally.
Ties the strategic plan to the organizational goal of creating a culturally intelligent and competent global workforce.

Be sure to provide proper attribution for credible sources used in the strategic plan.Running head: OUTSOURCING AND OFFSHORING 1

Offshoring and Outsourcing

Different companies have different projects, strategies, structures and different processes. A company may adopt offshoring and outsourcing strategies for various reasons. A company that goes for offshoring will need to take its processes or some of its employees out of the country to take advantage of the market. Simply put, it is getting your work done in a different country. On the other hand, a company that goes for outsourcing will have to hire an outside party to perform the duties that were traditionally performed by the company (Hirschheim & Dibbern, 2019). Both the processes have their impacts on the company for instance the costs, security issues, employment-related issues, time, simplification of work among others as discussed below.

Since part of the company’s work is done somewhere else, a company opting for offshoring will have the following advantages. Freeing the workload on employees and the company means that the company will have enough time and resources to concentrate on the remaining processes that will ensure business growth. It will also allow for the reallocation of funds and allow the company to invest and expand its business.
Secondly, having multiple processes in a different country will help to reduce risks associated with the running of businesses. Different countries have different policies, therefore, the company has the option of capitalizing their business in the country with favourable policies, thus, reducing the risk of losses. There are a variety of markets in various countries hence the company will be able to capitalize on favourable market countries.
Offshoring means that the parent company will have dedicated control over its processes and its staff. Controlling, giving direction, training, accountability and access to the staff will be easier. Working in such an environment will be a motivation to the staff. There is also a great pool of skilled labour the company can access. The company has the disposal of choosing offshore regions of particular expertise for the types of operations it runs, hence, able to produce quality products and services to its consumers.

However, offshoring has its challenges. Sharing the company’s data and information through many systems and different locations without strict protocols and safety measures places the company at a greater risk of a security breach. Lose of the company’s data or leakage can be disastrous to the company. Communication between different countries can also be a barrier. Though, many countries share similar languages, understanding the information and depth of knowledge can be a major drawback. Comment by Jan Hoffman: Loss
There are always challenges with culture and social belief of different people. Setting up a new workplace in a different location sets up the company to these challenges which may take time for the staff to get used to. Di

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