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GLOBAL People Management and Development Professor H. Michael Boyd, Ph.D. Marquardt, Michael J and Engel, Dean W., Global Human Resource Development, (Prentice Hall, 1993) –ISBN –-0-13-357930-1 Professor H. Michael Boyd, Ph.D. 2 Globalization and HRD “Never before has the future so rapidly become the past. We need to open our minds to more distant futures, both probable and possible.” Alvin Toffler Future Shock John Naisbitt and Patricia Aburdene, in their best seller, Megatrends 2000, identified what they considered to be the top ten forces at work in the world 1. Globalization 8. The Pacific Rim 2. Learning Organizations 9. Entrepreneurship and Intrapreneurship 3. Global Technology 10. Quality and Service 4. Ethics in the Workplace 11. Privatization 5. Creativity 12. Spiritual Values and Religion 6. The Emerging Roles of Women 7. The Changing Global Workforce 13. Work and Family 14. The Environment Professor H. Michael Boyd, Ph.D. 4 Corporations and individuals are beginning to "live and work in a global village": Over two billion passengers flew the world's airways in 2000. Cable News Network (CNN) is seen simultaneously by millions of people around the world. Over three million Americans work overseas; foreign-owned companies employ another three million in the United States Computer software has been developed that automatically translates letters into Spanish, Italian, German, or French. Over 400,000 international students from 150 countries study in the United States each year. Professor H. Michael Boyd, Ph.D. 5 LEARNING ORGANIZATIONS (The only way to survive and prosper) Individual learning/development is linked with organizational learning/development in an explicit/structured way. There is a focus on creativity and adaptability. Teams of all types are a part of the learning/working process. Networking—personal and aided by technology - It is important to learning and to accomplishing work. The idea of the conscious evolution of self and organization prevails. Systems and substantive learning are fundamental. Values and value creating are important drivers. Professor H. Michael Boyd, Ph.D. 6 The learning Organization will: Learn more effectively from their mistakes Shorten the time required to implement strategic changes Anticipate and adapt more readily to environmental impacts Make greater organizational use of the knowledge of employees at all levels of the organization Expedite the transfer of knowledge from one part of the organization to another Become more adept at learning from competitors and collaborators Stimulate continuous improvement in all areas of the organization Accelerate the development of product and process innovation Professor H. Michael Boyd, Ph.D. 7 GLOBAL TECHNOLOGY ? Rapid advances in the field of biotechnology built upon the precise manipulation of organisms, which will revolutionize the fields of agriculture, medicine, and industry The emergence of nanotechnology in which nano-machines will possess the ability to "remake the whole physical universe" Remote / Satellite learning; e.g., Motorola, with its Iridium system, was going to place seventy-seven tiny satellites into low orbit, making it possible for millions in remote or sparsely populated regions like Siberia, the Chinese desert, and the interior of Africa to send and receive voice, data, and digitized images through hand-held telephones, and the Internet. The rise of a new generation of small, automated factories Automatic language translation telephones which allow trainers to communicate naturally in their own language to anyone in the world who has access to a telephone Artificial intelligence and embedded learning technology Silicon chips that can contain up to 100 million transistors allowing computing power that is now only in the hands of supercomputer users to be available on every desktop Supercomputers capable of one trillion calculations per second which will allow advances such as simulations of the human body for the testing of new drugs and computers that respond easily to spoken commands Professor H. Michael Boyd, Ph.D. 8 ETHICS IN THE WORKPLACE In a survey of 1,500 CEOs in twenty countries, ethics was rated as the most important personal characteristic for the global executive in the twenty-first century. The CEO must be above reproach, because impeccable ethical standards will be "indispensable to a firm's internal and external credibility." With ethical standards, the effective global executive will be better able "to inspire employees to realize their potential" Professor H. Michael Boyd, Ph.D. 9 The American Society for Training and Development has also made ethics a high priority. In the Models for HRD Practice, thirteen areas of ethical challenge were identified: Maintaining appropriate confidentiality Saying no to inappropriate requests Showing respect for copyrights, sources, and intellectual property Ensuring truth in claims, data, and recommendations Balancing organization and individual needs and interests Ensuring customer and user involvement, participation, and ownership Avoiding conflicts of interest Managing personal biases Showing respect for, interest in, and representation of individual and population differences Making interventions appropriate to the customer's or user's needs Being sensitive to the direct and indirect effects of intervention and acting to address negative consequences Pricing or costing products or services fairly. Using power appropriately Professor H. Michael Boyd, Ph.D. 10 The CHANGING GLOBAL WORK FORCE There will be a massive relocation of people including legal and illegal immigrants, temporary workers, retirees, and visitors. The greatest relocation will involve young, well-educated workers flocking to the cities of the developed world. Some industrialized nations will reconsider their protectionist immigration policies, as they come to rely on, and compete for, foreign-born workers. Labor-short, immigrant-poor countries like Japan and Sweden will be compelled to improve labor productivity dramatically to avoid slow economic growth. Increased training and outsourcing of jobs will become necessary. There will be a gradual standardization of labor practices around the world in areas of vacation time, workplace safety, training, and employee rights. Professor H. Michael Boyd, Ph.D. 11 THE ST 21 CENTURY WORLD: Professor H. Michael Boyd, Ph.D. 12 The PACIFIC RIM The cities of the Pacific Rim — Los Angeles, Jakarta, Tokyo, Sidney, Seattle are taking over from the old established cities of the Atlantic — New York, London, Paris. Asia has over half the world's population Professor H. Michael Boyd, Ph.D. 13 SPIRITUAL VALUES AND RELIGION Work can provide the opportunity for spiritual as well as financial growth. The workplace is rapidly becoming the new neighborhood. Good management is largely a matter of love James Autry's, “Love and Profit: The Art of Caring Leadership,” Professor H. Michael Boyd, Ph.D. 14 WORK AND FAMILY LIFE Flexible work arrangements — variable starting and quitting times, part-time work Leaves — length of parental leaves, who's eligible, job guarantees Financial assistance — flexible benefits, long-term-care insurance, child care discounts Corporate giving/community service — funding for community or national work/family initiatives Dependent-care services — child and elder care referral, onsite centers, sick-child programs Management change — work / family training for managers, work / family coordinators Work / family stress management — wellness programs, relocation services, work / family seminars Professor H. Michael Boyd, Ph.D. 15 EMERGING ROLES OF WOMEN Very simply women may be the greatest source of new skilled and trainable human resources in the world. Professor H. Michael Boyd, Ph.D. 16 ENVIRONMENT Educating and training organizations on the uses and benefits of "green" technologies will be a crucial role Professor H. Michael Boyd, Ph.D. 17 Global HRD Megatrends The "root cause" for change in the nineties and beyond -Globalization will continue to affect both organizations and their employees and, therefore, HRD Professor H. Michael Boyd, Ph.D. 18 megatrends that will significantly impact HRD and the workplace as we proced in the twenty-first century. INCLUDING: Professor H. Michael Boyd, Ph.D. 19 fourteen global megatrends • Globalization • Entrepreneurship • Learning Organizations • Quality and Service • Global Technology • Privatization • Ethics in the Workplace • Spiritual Values and Religion • Creativity • Work and Family Life • Emerging Roles of Women • Environment • Changing Global Work Force • Pacific Rim Professor H. Michael Boyd, Ph.D. 20 Human Resource Development will become a global effort. Many leading global organizations have already begun incorporating these trends into their HRD planning and practices. There is little doubt that these fourteen megatrends will have a large impact on the world of work and roles of the global HRD professional. HRD and the contributions made by global HRD professionals in the next century will be extremely important to economic success and global well-being. Professor H. Michael Boyd, Ph.D. 21