Managing a Global Workforce

MANAGING A GLOBAL WORKFORCE
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Table of Contents Purpose. 3 Scope. 4 International assignment lifecycle. 4 Selection. 4 Pre-assignment 4 Pre-departure. 5 On assignment 5 Repatriation. 6 Diversity in Global mobility. 6 Assignment conditions and compensation. 6 Home-Based Model 6 Tax equalization. 7 The United States. 7 Germany. 8 Peru. 8 Housing/ accommodation. 8 Cost of living allowance (COLA) 8 Additional Allowance and benefits. 9 Home leave allowance. 9 Annual leave/ Local holidays. 9 Maternity/paternity leave. 10 Hardship allowance. 10 Children’s education assistance. 10 Childcare. 10 International healthcare insurance. 10 Spouse support program.. 10 Cultural integration/ Language lessons. 10 Assignment completion. 11 References. 12 Appendix A Definitions. 15
Managing A Global Workforce
Purpose
The Accounting and Financing Services China (AFSC) (termed as the Company) staff's mobility is managed according to the Global Mobility Services (termed as Policy), which lays out the policy requirements for the Company. The policy offers chances to integrate corporate business objectives, values, and strategic human resource management (SHRM) by guaranteeing that there are no geographical restrictions on an efficient, internationally movable staff. AFSC recognizes the value of using a company's most precious resource, its workforce (Darwin, 2017, 60), to expand its long-term competitive footprint (Horlings and Marsden, 2014, 6). This policy's goal is to engage with employees and provide them guidance on how to manage overseas assignments in a way that is designed to offer fair and flexible prospects in a uniform and organized manner.
The policy uses a solid structure to give clarity and advice in all facets of the global mobility lifecycle to aid workers beginning abroad assignments in making a seamless transfer (Adams, 2020, 1). The main objectives of a comprehensive expatriate policy are to foresee and prepare for the difficulties of working abroad (in Germany, Peru, and the United States), provide the immigrant worker with expertise to facilitate better inclusion, help them develop emotional flexibility, improve their language skills, and build their support network through mentorship from the host country and employee wellness assistance (Zhuang et al., 2013, 35). In addition, AFSC promotes continuous innovation, international organizational success, and industry-leading industry standards (Hristov and Reynolds, 2015, 132). The Company's concentrated goal of becoming one of the sector champions of gender equality while offering top-notch services is how it leverages its sustained competitive advantage.
Scope
The company endeavors to manage different organizational assignments within the growing market ventures linked to rapidly changing political, social, economic, and technological forces. The policy intends to expand AFSC dramatically by ensuring its workforce management and host expatriates recognize their roles and identify organizational challenges. In addition, the policy will outline and champion gender parity culture and further aligns its guidelines towards issues re...