Company Presentation (Germany) – Week 10

For this final assignment, imagine that you are an HR manager on a global HRM planning committee. You are required to present to upper management six (6) main concerns related to global human resources matters. You have compiled data about four (4) of those concerns in previous assignments, but you need to add two (2) more elements to the presentation.The VP of Human Resource Management has asked you to present a PowerPoint presentation to upper management to discuss your previous findings. Those findings included culture in a global environment, expatriate turnover reduction, recruitment factors to consider for your selected country and important steps to consider in an on-boarding process. In addition to presenting data of the previous assignments, the VP of Human Resources Management also wants you to discuss a compensation strategy that would support international operations in your company and to identify two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Create a ten to fifteen (10-15) slide PowerPoint presentation in which you:Addressed concerns from prior assignment feedback.Share information you have learned about different cultures that exist in a global corporation and global market.Explain why expatriate turnover exists.Discuss recruitment strategies from one of the countries listed below. Your selected country should be the same as the country you selected for Assignment 3.GermanyGreecePortugalSouth AfricaMoroccoGhanaCanadaMexicoJamaicaJapanSouth KoreaSaudi ArabiaBrazilAustralia d. Explain an on-boarding process. 2. Recommend compensation strategies, as well as strategies that enhance ethics, labor relations, and work conditions. 3. Format your assignment according to the following formatting requirements: a. Format the PowerPoint presentation with headings on each slide and one (1) relevant graphic (photograph, graph, clip art, etc.). Ensure that the presentation is visually appealing and readable from up to 18 feet away. Check with your professor for any additional instructions. b. Include a title slide containing the title of the assignment, your name, your professor’s name, the course title, and the date. c. Narrate each slide as if you were presenting them in a meeting, and write out detailed speaker notes. More information about narrating PowerPoint slides can be found here: https://support.office.com/en-au/article/Record-a-slide-show-with-narration-ink-and-slide-timings-3dc85001-efab-4f8a-94bf-afdc5b7c1f0b?ui=en-US&rs=en-AU&ad=AUUse the APA format to reference your work, including in-text references when necessary. See the APA Guide located in the Student Center tab.The specific course learning outcomes associated with this assignment are:Determine the nature of globalization, cultures, and labor markets, and assess the impact on human resource management (HRM). Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness.Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals.Assess recruiting and selection strategies that can be used to effectively meet organizational requirements for operating in multiple countries.Select performance management processes to assess and improve performance throughout a multinational corporation.Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals.Suggest compensation strategies to support international operations and balance global operational efficiencies with responsiveness to local labor conditions.Analyze effective approaches to the broad spectrum of employee relations issues, including fostering ethical behavior, labor relations, and work conditions. Use technology and information resources to research issues in global HRM.Write clearly and concisely about global HRM using proper writing mechanics.Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.
Points: 200Assignment 5: Company PresentationCriteriaUnacceptableBelow 60% FMeets Minimum Expectations60-69% DFair70-79% CProficient80-89% BExemplary90-100% A1. Addressed concerns from prior assignment feedback.Weight: 17.5%Did not submit or incompletelyaddressedconcerns from prior assignment feedback.Insufficientlyaddressed concerns from prior assignment feedback.Partiallyaddressed concerns from prior assignment feedback.Satisfactorilyaddressed concerns from prior assignment feedback.Thoroughlyaddressed concerns from prior assignment feedback.2. Converted Assignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.Weight: 17.5%Did not submit or incompletelyconvertedAssignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.Insufficientlyconverted Assignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.Partiallyconverted Assignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.Satisfactorilyconverted Assignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.Thoroughlyconverted Assignment 1, 2, 3, and 4 into a cohesive PowerPointpresentation.3. Suggest a compensation strategy that would support international operations in your company.Weight: 20%Did not submit or incompletelysuggested a compensation strategy that would support international operations in your company.Insufficientlysuggested a compensation strategy that would support international operations in your company.Partiallysuggested a compensation strategy that would support international operations in your company.Satisfactorilysuggested a compensation strategy that would support international operations in your company.Thoroughlysuggested a compensation strategy that would support international operations in your company.4. Indicate two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Weight: 20%Did not submit or incompletelyindicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Insufficientlyindicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Partiallyindicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Satisfactorilyindicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.Thoroughlyindicated two or three (2-3) key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.5. Clarity, writing mechanics, and formatting requirements.Weight: 10%More than 8 errors present7-8 errors present5-6 errors present3-4 errors present0-2 errors present6. Recorded voice narration throughout the presentation.Weight: 15%Did not submit or incompletely recorded voice narration throughout the presentation.Insufficiently recorded voice narration throughout the presentation.Partially recorded voice narration throughout the presentation.Satisfactorily recorded voice narration throughout the presentation.Thoroughly recorded voice narration throughout the presentation.
grierw_week5_assignment3_recruitment_strategypptx.pptx

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RECRUITMENT STRATEGY
Willie J Grier
Professor Sandy Hughes
Global Human Resource Management
November 2, 2017
FACTORS TO CONSIDER WHEN RECRUITING
• Abilities is a major factor of consideration when recruiting in Germany.
• German organizations will match the employee abilities with cultural values
and interests to the company.
• Lack of any match will lead to employee dissatisfaction and employer
disappointment.
• It is important to consider abilities regarding technical and soft skills.
• Technical skills relate to the recruit’s ability to perform work competently.
• Soft skills are skills which are transferable such as communication.
• Misalignment of abilities could affect the job.
ORGANIZATIONAL CULTURE
• Culture fit is another important aspect of recruitment in Germany
• Organizations have unique cultures based on shared values.
• Openness and disclosure will help improve the situation.
• The employee should be able to adapt to the organizational culture.
• The employee should be a part of the organizational culture .
• Willingness to understand and adapt to the organizational culture are
important.
EMPLOYEE SELECTION
Source: http://www.unifirst.com/uniforms-workwear/
INTERESTS MATCH
• Germans will usually find out if the recruiter and the organization have similar
interests.
• It will ensure that the organization and the employee are both satisfied with
each other.
• Matching interests will ensure better working conditions within the
organization.
• The dissatisfied workers will have a negative influence on the organization.
• An organization will have to employ someone who is willing to work for the
company.
ATTITUDE
• Germans usually conduct a needs assessment to determine current and
future human resource requirements.
• It will also be important for the recruiter to consider the attitude of the
employee.
• The potential employee should be able to understand and support the
organization vision and goals.
• The employee should also exude a positive outlook and be tenacious.
• It will ensure that the employee is able to respond to challenges when they
arise.
COMMUNICATION SKILLS
• It will also be important to consider the communication skills of the
candidate.
• Germans find it essential to be able to communicate with others within the
organization.
• The employee should have excellent verbal and written communication
skills.
• The person should be able to communicate clearly in person and also in
email or telephone.
• Communication is important within the organization and the employee
should be able to understand how to use it effectively.
SELECTING EMPLOYEES
Source: http://www.jbtrophies.com/blog/2017/february/factors-to-consider-when-selectingawards-for-yo.aspx
CREATIVITY
• Creativity will also be important as well in recruitment in Germany.
• It will be necessary to find an employee who is capable of finding new ways
of doing things.
• Thinking outside the box will be important especially when problems arise.
• A person thinking creatively will be able to embrace a challenge and find
solutions to various problems.
• The organization will understand the importance of a creative individual.
• Such an individual understands that an open mind will assist in thinking
processes.
INTEGRITY
• Integrity will also be an important factor in hiring an employee in Germany.
• It is important for the business owner to be able to trust the employee.
• It is also important to carry out a background check on the employee to
ensure they are trustworthy.
• It will especially be true if the business involves handling money.
• The organization would consider the ability of the employee to adapt and
follow the organizational culture.
• Honesty will be an important aspect in employment.
ORGANIZATIONAL STRUCTURE
• Organizational structure will define how employees interact with each other
in the work environment and this is an important factor to consider.
• It will be important for the worker to be flexible enough to work as the
organization would require.
• In some instances the employee should be willing to work in other regions.
• Different methods of staffing would be used by the organization.
• It would also be important to understand if the employee would be able to
work in different positions in the organization.
• The type of organization has a major role in determining this.
SUMMARY
• There are various factors which German organizations consider when
recruiting employees.
• These factors have a major role to play in recruitment practices.
• The abilities of the employee are a major factor of consideration.
• Organizational culture will also be another factor of consideration in
recruitment for German organizations.
• The attitude of the employee is also of important and it is important to
check if it will match the organization’s requirements.
• The structure of the organization is an important factor as well for German
organizations.
REFERENCES
• Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So
many studies, so many remaining questions. Journal of management, 26(3),
405-434.
• Breaugh, J. A. (2008). Employee recruitment: Current knowledge and
important areas for future research. Human Resource Management Review,
18(3), 103-118.

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