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Risk Mitigation

CULTURAL MITIGATION HR AREAS AFFECTED


CHARACHTERISTIC / RISK
Gap Between Management Develop Training Program & PERFORMANCE
and Workers Conduct assessment of MGMT/FEEDBACK/STAF
current climate FING/
TRAINING/DISCIPLINE
Clearly Identifying Chain of Develop Organization Charts PERFORMANCE
Command MGMT/FEEDBACK/STAF
FING/
TRAINING/DISCIPLINE

Meeting Times Establish Meeting Times or PERFORMANCE


Acceptable +/- timelines so all MGMT/FEEDBACK/DISCI
parties are aware PLINE
No Boundaries for Be flexible with Time PERFORMANCE
Timekeeping management and create rules MGMT/FEEDBACK/DISCI
that are reasonably met and PLINE
understood by employees
Conferences Schedule conferences with PERFORMANCE
built in excess time for MGMT/FEEDBACK/STAF
Risk Mitigation
RISK MITIGATION HR AREAS AFFECTED

High versus low context Identify In-Groups. Establish a PERFORMANCE


culture middle ground MGMT/FEEDBACK/STAF
FING/

Team versus individual Establish a common ground PERFORMANCE


mentality for communicating with MGMT/FEEDBACK/STAF
groups FING/
DISCIPLINE
Employees Appraisals Educate expats on in-group PERFORMANCE
mentality prior to appraisal MGMT/FEEDBACK/STAF
process to ensure personnel FING/
are assessed fairly COMPENSATION

Importance of Status is Acknowledge cultural status TRAINING/STAFFING/PE


more important in host and provide cross-cultural RFORMANCE MGMT
nation training
Low Uncertainty None Both Countries are Low
Risk Mitigation
RISK MITIGATION HR AREAS AFFECTED

Group Mentality is not Establish discipline actions PERFORMANCE


conducive to disciplinary that are not mass punishment MGMT/FEEDBACK/STAF
actions for the group FING/
DISCIPLINE

Employee Corrections Identify if corrections need to PERFORMANCE


address the group or MGMT/FEEDBACK/DISCI
individual members of the PLINE/
group WORK DESIGN

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