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7OS05 Managing People in an International Context

The unit 7OS05, Managing People in an International Context, aims to equip learners with a profound understanding of the key strategic and contextual forces that influence people management within international organisations. The unit explores various operational and trade models for global organisations and assesses the implications of leadership and management strategies in a cross-cultural environment. Learners will gain insights into how international expansion affects organisational structures and how cultural differences shape people management practices. The unit further delves into staffing strategies, talent management, and diversity and inclusion policies within international business settings.

Unit Objectives

• To develop an in-depth understanding of the strategic and contextual forces impacting global people management.
• To equip learners with the ability to assess and manage staffing strategies, including expatriate management.
• To enhance knowledge of people management variations across different regions and legal systems.
• To provide strategies for effective communication, performance management, and flexible working in an international setting.

Learning Outcomes

The significant learning outcomes of the unit 7OS05 Managing People in an International Context are demonstrated below:

LO1: Understand how major strategic and contextual forces shape the management of people in international organisations. 

This learning outcome focuses on recognising the key strategic and contextual factors influencing people management within international organisations. Learners will explore different modes of international business operations, strategies for global expansion, and organisational structures that impact workforce management. Additionally, learners will develop an understanding of contemporary ethical concerns in international management and employment, enabling them to make informed decisions that align with global best practices.

LO2: Understand how and why people management practice varies between different countries and regions across the world. 

Learners will examine variations in people management practices across global economies by comparing political and legal systems, corporate governance structures, and institutional arrangements. They will analyse research on workplace cultures worldwide and evaluate the ways in which HR practices must adapt to diverse environments. By mastering this outcome, learners will be equipped to advise on global HR strategies that accommodate cultural and legal differences.

LO3: Be able to manage staffing and employment practices in international organisations. 

This outcome emphasizes the development of effective international staffing strategies, including expatriate management and global talent acquisition. Learners will gain the ability to design comprehensive talent management plans that foster inclusion and diversity in global workplaces. By understanding the strategic importance of equality, diversity, and inclusion, learners will be prepared to create sustainable HR policies that support workforce integration in different regions.

LO4: Understand effective and sustainable people management activities in international contexts. 

This learning outcome focuses on the challenges of managing people in a global context. Learners will explore strategies for effective communication in international settings, assess methods for managing employee performance across different regions, and justify the implementation of flexible working initiatives. By achieving this outcome, learners will develop the skills necessary to navigate the complexities of international HR management and implement sustainable workforce strategies.

Assessment Criteria

LO1: Understand how major strategic and contextual forces shape the management of people in international organisations.

• 1.1 Analyse the different ways in which organisations operate and trade overseas.
  
• 1.2 Explain the different ways in which organisations expand their activities internationally.
  
• 1.3 Review the major alternative international organisational forms and their consequences for the management of people.
  
• 1.4 Discuss major contemporary ethical issues in the field of international management and employment.

LO2: Understand how and why people management practice varies between different countries and regions across the world.

• 2.1 Compare the established political and legal systems in major global economies.
  
• 2.2 Appraise institutional arrangements in different countries in the fields of corporate governance, training, welfare, and trade unions.
  
• 2.3 Critically analyse research concerning the ways in which workplace cultures vary around the world.
  
• 2.4 Advise about the major ways in which people practice varies globally.

LO3: Be able to manage staffing and employment practices in international organisations.

• 3.1 Design an appropriate international staffing strategy, including for expatriate staff.
  
• 3.2 Plan the effective management of talent in international organisations.
  
• 3.3 Justify the case for equality, diversity, and inclusion in international contexts.

LO4: Understand effective and sustainable people management activities in international contexts.

• 4.1 Critically discuss the major challenges facing people practice managers in international organisations.
  
• 4.2 Influence effective communication practice in international organisations.
  
• 4.3 Assess the effective management of performance in international organisations.
  
• 4.4 Justify the need for flexible working initiatives in international organisations.

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