Thomas L. Friedman: The World’s Gone from Flat, to Fast, to Deep
watching Thomas L. Friedman: The World’s Gone from Flat, to Fast, to Deep, (Links to an external site.)please discuss the following:
What should Ferro HR do to “identify, train and develop people with an international outlook”? How can you, as an HR professional, ensure that you have the international outlook, skills, and experience for a global company?
Ferro: The Shift to Becoming a Global Company (US) Ferro Corporation, a US$1.5 billion manufacturer of coatings, plastics, specialty chemicals, and ceramics, has been a successful international enterprise for over 90 years (founded in 1919) and is now becoming a model for being a global company. Several of its foreign operations, particularly those throughout Europe and Latin America, have existed for longer than 85 years, while in the last 20 years or so, important expansion has occurred in Asia, particularly Thailand, Indonesia, China, and now Vietnam. About two-thirds of its 5,200 employees are employed in Ferro ’ s overseas operations in 23 countries, and over 60 percent of its revenues and profits come from sales in over 100 foreign countries. Despite its impressive international record, only in the 1990s did Ferro begin to see itself as a global company. According to David B. Woodbury, vice-president of human resources, “ There was quite a bit of sharing of information and technology among our operations in various countries, but each foreign division or subsidiary operated highly independently, formulating much of its own strategy for manufacturing, marketing, finance, and human resources. ” Since then Ferro has reorganized its corporate structure to focus on products and business lines across international borders. “ Each business thinks there is a strong need for global managers, ” say Woodbury. “ We have to identify, train and develop people with an international outlook, skills, and experience. Like all other facets of the corporation, Human Resources has to evolve into a global operation. ” Source : adapted from Brandt, E. (1991), Global HR, Personnel Journal, March; updated (2010) at www.Ferro.com.
Sample Solution
In order to develop an international outlook, Ferro HR must first focus on identifying and training the right people. This can be done by analyzing the current team’s skill set and determining which areas need improvement in order to gain a competitive edge in global markets (Friedman 2016). Additionally, recruiting employees with diverse cultural backgrounds will help increase awareness and understanding of different customs ,traditions and values which will result in better outcomes when dealing with clients from other countries. Furthermore , Ferro HR should also promote growth through certifications and educational opportunities such as language courses or international travel for its existing staff . Doing so would not only enhance their knowledge but also create a more engaged workforce who understand the importance of being internationally minded (Friedman 2016).
As an HR professional, I must ensure that I have the necessary international outlook ,skills and experience for a global company by staying updated on relevant topics related to international business operations. Moreover, it is important for me to stay open-minded about new ideas coming from different cultures while promoting diversity within my own workplace.
To further improve my capabilities, I could take part in online seminars focusing on emerging technologies or attend conferences abroad discussing current challenges faced by global organizations. Additionally , reading books or articles written by renowned authors specializing on various aspects of global management like Thomas L Friedman can provide valuable insights into how successful companies are leveraging technology to improve their performance (Friedman 2016)
In conclusion ,in order to successfully operate globally enterprises must recognize the importance of having “international outlook” amongst its personnel . By proactively investing in its existing staff while recruiting individuals with diverse cultural backgrounds ; businesses can gain access to fresh perspectives needed for success when entering foreign markets . As an HR professional it is essential that I stay up-to date regarding recent trends as well as stay open minded towards any potential solutions offered from outside sources.: Friedman T L(2016.
Social Connectors in their serious scene to develop their business particularly in The Netherlands and Belgium. The objective of this examination is to offer guidance for Cultural Connectors on the most proficient method to separate themselves in their serious scene and how to increment business valuable open doors in the instructive area in the Netherlands and Belgium by characterizing a cutthroat corporate personality and recognizing pertinent promoting procedures for the objective gathering as well as tracking down possible clients related to the fitting channels to contact them. This exploration report remembers four examination regions that incorporate business potential open doors for the instructive area, advertising systems, corporate personality, and Customer Relationship Management (CRM). At last, the system and strategy are likewise given in this report to arrive at the examination goals, which incorporate work area exploration, review, and meetings.
Project setting
The universally acting organization "Social Connectors" is a specialist co-op for worldwide self-awareness with the objective to interface various societies as well as to work on the intercultural understanding which centers around China, Russia and Germany. The organization was established in 2015 by Olga Medinskaya and has its central command in Mannheim, Germany. The organization comprises of Mrs. Medinskaya herself who is at present filling in as a General Manager and intercultural mentor. Four extra accomplices who have skill in procedure, didactics, culture, and travel-specialists function also inside this firm. They offer phases of preparation and mentor meetings in which they sharpen their members towards social contrasts.
Social Connectors is presently confronting a test in having better comprehension of the serious scene to recognize valuable learning experiences in their business fields, like organization explicitly in the instructive area. Moreover, the organization has a trouble in really conveying their projects through involving restricted assets to raise the interest of potential objective gatherings to have an organization with Cultural Connectors. This will thusly give them the upper hand to become forerunners in the business. Thus, the exploration will be centered around the ongoing requirements and difficulties in the instructive area. More specifically, the objective gatherings that are picked by Intercultural Professionals are global Universities and Universities of Applied Sciences in the Netherlands and Belgium, which deal courses or related projects to Russia, that could either need to enter an organization with Cultural Connectors or purchase thei