5OS04 People Management in an International Context

Unit 5OS04 has a focus on recognising the difficulties of people management in the global environment of business. It identifies the growing requirements for the organisation to expand they are international operations and challenges which increase through this process. This unit identifies the way through which the differences in culture, standards of international labour and versatile frameworks of legislation influence employee management throughout multiple regions. The prime goal is to assist the learners to get the skills so that they can handle people management difficulties efficiently in the settings of globalised business.

The importance of this unit relies on its focus on the character of cultural awareness, strategies a line meant in HR and global leadership. It will also have great significance with the international goals of the business. The learner will identify the following topics in this unit:

• Expatriate management
• Policy of international human resource
• Cross-cultural communication

The learners will identify the broad recognition of the procedure to handle the management intricacies of a versatile workforce. This unit sheds light on strategic risk assessment and decision-making. It will help the learners to motivate the influence of global aspects on the success of the organisation and the relations of employees.

With the help of this unit, the learners increase their significant knowledge of the multi-cultural leadership environment. Moreover, they will learn the way to implement useful strategies of international HR. They generate the potential to adapt and assess styles of management focused on regional and cultural differences. These are the crucial expectations for the global organisation of professionals. In addition, the learners got great motivation to critical thinking regarding the international law implications and people management considerations. In this recognition system, the challenge is the navigation of globally dispersed applications and workforce to the best practice. It will improve the engagement productivity of employee and collaboration across the borders.

Unit Aims

The core goals of the unit are always catered by the section of unit aims. The main aims of the unit 5OS04 people management in an international context are given below:

• To equip learners with the skills and knowledge of people management throughout versatile regulatory and cultural landscapes effectively.
• To emphasize versatile frameworks of legislation, employment practices and labour standards influencing global organisations.
• To generate awareness of the influence of culture on team dynamics, leadership and communication within the international environment of business.
• To make learners able to implement and generate strategies for HR. These strategies have international business goals alignment. It certifies performance and employee engagement throughout borders.

Learning Outcomes

The learning outcomes of unit 5OS04 people management in an international context explaining its assignment requirements such as:

LO1 Understand people practice from an international perspective.

The aim of this learning outcome is to generate the understanding among learners through which they can learn the way to manage the people throughout the globe. It will identify the influence of different cultural social and legal contact on the practices of people. It focuses on the requirements of human resource professionals to adapt their skills in this different response. The learners will identify the impact of trends in international recruitment, employment relations and talent management. Moreover, the focus of these learning outcomes is on the significance of understanding regional variations in the employment standards, the culture of organisation and labour law. The achievement of these outcomes makes learners identify the motivation for how they can shape the international factors of HR policies. It assists them in aligning the goals of the organisation with the practices of people management.

LO2 Understand the challenges of people practice in an international context.

The focus of this outcome is on addressing and identifying the difficulties included in the people management throughout the borders. It highlights the multiple challenges which are faced by professionals including differences in regulatory and legislation navigation. Moreover, it addresses the diversity of culture and deals with political and economic influences. The learners also identify the difficulties such as legislation of conflict employment, barriers of language and various leadership expectations and management styles in multiple regions. Understanding these challenges helps learners develop strategies throughout cross-cultural communication. Moreover, workforce integration and compliance management also certify the useful practices of people in diverse environments.

LO3 Understand the importance of people practice in an international context.

This outcome has focused on the strategic character of the people management that supports the holes of the organisation on a global scale. The learners are promoted to understand the international practices of human resource value in improving the performance of business and attaining sustainable growth. It includes the identification of the way through which HR strategic interventions including global management of talent. Employee initiatives of engagement and leadership development have the contribution to collaborate and generate an inclusive environment of work. Moreover, the learners identify the significance of alignment with policies of human resources with international objectives of business to promote cultural awareness, strengthen the competition of globe and productivity improvement.

LO4 Understand the process and benefits of managing expatriates.

The focus of this outcome is on the expatriation of comprehensive management from the process of selection to the process of repatriation. The learners will identify the process to prove support and prepare the expatriates. It includes the training pre-departure, adaptation of culture and career planning. They increase their knowledge of the challenges faced by expatriates including work-life balance, cultural shop issues and integration into the environment of the foreign world. This outcome also sheds light on the advantages of useful expatriate systems of management for organisations. It includes providing knowledge exchange, improving skills of leadership and enhancing collaboration in the international world. By understanding this outcome, the learners will generate the policies through which they maximize and support the expatriates in their organisational success contribution.

Assessment Criteria

Here are the assessment criteria of the unit 5OS04 people management in an international context which comes under the main section of learning outcomes:

LO1 Understand people practice from an international perspective.

• 1.1 Examine the contextual factors of an international organisation.
• 1.2 Assess the drivers and benefits of employment in an international context.
• 1.3 Explain convergent or divergent approaches to inform people management policy and practice choices.

LO2 Understand the challenges of people practice in an international context.

• 2.1 Assess the factors to be considered when selecting and resourcing staff for international assignments.
• 2.2 Explain why people practices can vary across international boundaries.
• 2.3 Evaluate the cultural and institutional differences to be considered when managing international people practice.

LO3 Understand the importance of people practice in an international context.

• 3.1 Explain the role and function of people practice in an international organisational context
• 3.2 Consider how peoples practices and policies are shaped by the international context.

LO4 Understand the process and benefits of managing expatriates.

• 4.1 Evaluate the reasons that companies use expatriates for international work.
• 4.2 Explain the process for selecting, preparing and managing expatriates for overseas relocation for work.
• 4.3 Explain how people practice can support re-entry and resettlement of overseas workers.

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