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5OS04 People Management in an International Context

The unit 5OS04 People Management in an International Context is designed to provide learners with a comprehensive understanding of international people management practices. It explores how globalisation impacts HR strategies, workforce planning, and policy implementation in multinational organisations. The unit equips learners with essential knowledge and skills to manage human resources in diverse cultural and institutional settings. Additionally, it highlights the complexities of expatriate management, resourcing strategies, and the influence of international policies on HR functions.

This unit is particularly valuable for HR professionals and people practitioners aiming to work in an international setting. It enables them to analyse different cultural and legal environments, adapt HR policies to international standards, and align workforce strategies with organisational objectives. Learners will develop expertise in managing international talent mobility, understanding employment legislation across borders, and optimising people management for organisational success.

Unit Objectives

The main objectives of learning CIPD unit 5OS04 People Management in an International Context are:

• To equip learners with an in-depth understanding of international people management practices.
• To analyse global HR trends and their impact on workforce planning and resourcing strategies.
• To evaluate the role of cultural and institutional differences in shaping HR policies.
• To develop the ability to manage expatriate employees effectively, from selection to repatriation.
• To enhance learners` understanding of employment drivers, legal considerations, and policy adaptations in an international context.

Learning Outcomes

LO1: Understand people practice from an international perspective.

Learners will explore how globalisation and international business strategies influence HR practices. This learning outcome covers key aspects such as:

• The contextual factors affecting international organisations, including economic, political, and legal considerations.
• The drivers and benefits of international employment, such as talent mobility, competitive advantage, and global talent acquisition.
• The significance of convergent and divergent approaches in shaping people management policies and practices across international boundaries.

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

This learning outcome focuses on identifying and addressing the challenges HR professionals face in a global environment. Learners will:

• Assess factors influencing the selection and resourcing of staff for international assignments, including recruitment strategies and compliance considerations.
• Understand why people management practices differ across international boundaries due to legal, cultural, and economic variations.
• Evaluate the impact of cultural and institutional differences on HR strategies, employee engagement, and performance management in an international setting.

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

This section enables learners to understand the strategic importance of HRM in an international business environment. Key areas include:

• The role and function of HR in supporting business expansion, workforce diversity, and compliance with global employment laws.
• The impact of international policies on shaping HR practices and policies, ensuring alignment with business objectives.
• The influence of international market trends on workforce development and HR decision-making processes.

LO4: Understand the process and benefits of managing expatriates.

This learning outcome focuses on expatriate management, including selection, relocation, and repatriation. Learners will:

• Evaluate the reasons why companies deploy expatriates, including knowledge transfer, leadership development, and market expansion.
• Understand the process of selecting, preparing, and managing expatriates for overseas assignments.
• Explore HR’s role in supporting expatriates` reintegration and resettlement upon returning to their home country.

Assessment Criteria

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 people 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 working. 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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