Global Immersion Press Publishes Third Volume of Global HR Practitioner Handbook

 Image may be NSFW.
Clik here to view.

Written By ESR News Blog Editor Thomas Ahearn

The Global Immersion Press, a network of leading global HR practitioners from around the world, has published Volume 3 of the Global HR Practitioner Handbook that focuses on ‘hard’ and ‘soft’ topics that global HR professionals must understand to add value to their organizations. The handbook is available as an e-book ($24.95) or as separate modules ($4.99 each) at www.globalimmersionpress.com.

In the Preface to Volume 3, Editor-in-Chief Lisbeth Claus writes that the role of HR and Global HR practitioners continues to be brought into question as “the world of work evolves at a rapid pace due to globalization, information technology, and the growing influence of millennial workers.” Volume 3 of the handbook covers the following topics written by leading global HR practitioners:

• ‘Global HR analytics – Making grounded talent management decisions for the global organization’ (By Lisbeth Claus, Scott Baker, and Jeffrey Ely) reviews the contribution of HR analytics in global talent management and illustrates some applications that global HR practitioners can employ in various functional areas of HR to use data strategically for decision-making.
• ‘Global strategic workforce planning – A business strategy to develop a competitive edge in workforce operations’ (By Lindsey Pawashe) focuses on the strategies and benefits of develop­ing, implementing, and sustaining a workforce plan in a global organiza­tion. It explores the advantages of strategic workforce planning, as well as some of the challenges for global organizations. This module provides a framework for workforce planners to develop strategic long-term and operational short-term workforce plans at a global level.
• ‘Global job alignment and fit – Job mobility in a boundary-free job environment’ (By Shilpi Singhal) identifies a job structure equivalency and hierarchy that is consistent and relevant across borders and the person-job and organizational fit for a global organization. It provides global HR practitioners with a framework that pulls people, jobs, business units and geographies in alignment with organization goals and lays a foundation for total rewards, career mapping, career planning and global mobility in the organization.
• ‘Air pollution – Impact on global talent management’ (By Lisbeth Claus, Myles Druckman, and Joe Mizuno Santa Helena) reviews the impact of air pollution on the overall HR policies and practices for employees in a global organization and discusses the implications of the hazards of air pollution for global organizations sending international assignees and their dependents on assignment to pollution hotspots.
• ‘Criminal history screening of global job applicants – Hidden dangers employers should know’ (By Lester Rosen) reviews the potential problems that impact the reliability of Criminal Clearance Certificates from an international perspective. It is intended to increase awareness for global HR practitioners of the issues and challenges surrounding obtaining Criminal Clearance Certificates from different countries for employment background check purposes. Leading practices for meeting due diligent standards are proposed.
• ‘Workplace English – Managing across multiple cultures simultaneously’ (By Lorelei Carobolante) enables HR professionals to improve the communication between non-native and native English speakers in the globally-diverse workplace. Understanding the different layers that underpin communication in the English language, the influence of language performance, the multiple cultures and the natural responses that such structural mechanisms invoke will help strengthen workplace interaction.
• ‘The new global performance management paradigm – Reinventing performance reviews’ (By Lisbeth Claus and Scott Baker) reviews the emerging performance paradigm fit for the global organization. Limitations of the traditional model of performance appraisals and the companies seeking to modernize it are reviewed and contrasted with the features of a new global performance management paradigm. Examples of alternatives to traditional performance appraisal systems and the required managerial and global HR competencies are explored, and both the facilitating and restraining forces and potential perspectives of the main stakeholders are discussed as they pertain to evolving toward a new performance feedback model. Leading practices for implementing a ‘reinvented’ global PM system are outlined. The changing role and competencies of global HR in redesigning and implementing the “new” PM process fit for the global organization are summarized.

Global HR practitioners working in a complex and ever changing external environment face enormous challenges and opportunities in order to meet the talent demands of their organizations. Taken together, the modules in Volume 3 should provide global HR practitioners with a broad range of challenges not often discussed in traditional global HR textbooks from the same vantage point, namely:

• Why is this global HR topic important to successful global organizations?
• What are the major issues related to this topic?
• What are current leading practices?
• What is the role of global HR and what competencies are needed to effectively address these issues?

Volume 3 of the Global HR Practitioner Handbook takes specialized global HR topics and considers them from the perspective of HR practitioners who play a leadership role in the management of human capital for their global organizations. Our authors are global HR experts and frequently speak on global HR topics around the world. The following people listed in alphabetical order contributed to this book:

• Scott Baker, GPHR, SHRM-SCP, is Vice President HR at Inrix in Kirkland, WA USA.
• Lorelei Carabolante, MBA, GPHR, SCRP, SGMS-T, is President and CEO of G2nd Systems in San Diego, CA USA.
• Lisbeth Claus, Ph.D., SPHR, GPHR, SHRM-SCP, is a Professor of Management and Global HR at the Atkinson Graduate School of Management of Willamette University in Salem, OR USA and a consultant on matters related to employees crossing borders.
• Myles Druckman, M.D., is Senior Vice president and Medical Director for International SOS in Trevose, PA USA.
• Jeffrey Eli is Director of IT Applications and BI Development at Intel in Portland, OR USA.
• Joe Mizuno Santa Helena, MBA, Joe Mizuno Santa Helena, MBA, is a Labor Consultant for Ernst & Young in Sao Paulo, Brazil.
• Lindsey Pawashe, MBA, PHR, is a Master of Legal Studies Employment Law Candidate at Willamette University in Salem, OR USA.
• Lester Rosen, J.D., is founder and CEO of Employment Screening Resources (ESR) in Novato, CA USA.
• Shilpi Singhal, PHR, GPHR, SCP-SHRM, is Senior Manager Total Rewards at Vermeer in Pella, IA USA.

The mission of the Global Immersion Press is to promote the teaching and learning of global HR around the world by developing sustainable, flexible and affordable products to enhance the global HR body of knowledge. The Global HR Practitioner Handbook Volumes One, Two, and Three are only available electronically as e-books at www.globalimmersionpress.com.

Related Blog: Safe Hiring Expert Authors HR Module on Criminal History Screening of Global Job Applicants

NOTE: Employment Screening Resources (ESR) does not provide or offer legal services or legal advice of any kind or nature. Any information on this web site is for educational purposes only.

© 2016 Employment Screening Resources® (ESR) – Making copies or using of any part of the ESR News Blog or ESR website for any purpose other than your own personal use is prohibited unless written authorization is first obtained from ESR.

The post Global Immersion Press Publishes Third Volume of Global HR Practitioner Handbook appeared first on ESR News Blog.