As a human resources (HR) professional, you need to be aware of the global and cultural dimensions of your work. Whether you are hiring, developing, or managing employees from different countries, regions, or backgrounds, you need to understand how to respect and leverage their diversity. In this article, you will learn how to improve your global HR awareness by following these six tips.
The first step to improving your global HR awareness is to assess your current level of knowledge, skills, and attitudes. You can use self-assessment tools, such as the Global Competencies Inventory (GCI) or the Intercultural Development Inventory (IDI), to measure your strengths and areas for improvement. You can also ask for feedback from your colleagues, managers, or clients who have experience working across cultures.
To climb aboard on the journey of improving your global HR awareness, it's essential to start with an honest assessment of your current knowledge, skills, and attitudes in this domain. This self-assessment process lays the foundation for your growth and development in the realm of global human resources. Remember that self-improvement in this area is an ongoing process. Continuously reassess your global HR awareness as you acquire new experiences and insights. With dedication and a commitment to growth, you can become a more adept and culturally sensitive HR professional, better equipped to navigate the complexities of the global workforce.
The second step to improving your global HR awareness is to learn about different cultures and how they affect HR practices and policies. You can use online resources, such as the Hofstede Insights or the GlobeSmart, to compare and contrast cultural dimensions, such as power distance, individualism, uncertainty avoidance, and more. You can also read books, articles, blogs, or podcasts that offer insights and perspectives from different cultural experts or practitioners.
Improving global HR awareness is an ongoing process. Cultural understanding and competence take time to develop, so continue to explore, learn, and adapt your HR practices to effectively navigate diverse cultural environments in the workplace.
The third step to improving your global HR awareness is to engage with diverse people and learn from their experiences and opinions. You can join online communities, forums, or networks that connect HR professionals from different countries or regions. You can also participate in webinars, workshops, or events that offer opportunities to interact and exchange ideas with HR peers or mentors from different backgrounds. You can also seek out local or international assignments or projects that expose you to different work environments and cultures.
Engaging with diverse people is not just a one-time effort but an ongoing commitment to understanding, respecting, and integrating diverse perspectives into your HR practices. By actively seeking out opportunities to interact with individuals from different backgrounds, you can enhance your global HR awareness and contribute to a more inclusive and effective HR strategy.
The fourth step to improving your global HR awareness is to reflect on your own biases and assumptions and how they affect your HR decisions and actions. You can use tools, such as the Implicit Association Test (IAT) or the Harvard Bias Test, to identify and challenge your unconscious preferences or stereotypes. You can also journal, blog, or discuss with others how your cultural values, beliefs, or norms influence your HR practices and policies.
Honestly, everyone has biases, which are often shaped by our experiences, and exposure to different cultures. Acknowledging and addressing these biases is essential for making fair and informed HR decisions. It's important to approach it with humility and a willingness to learn and grow. By actively working to recognize and mitigate biases, you can contribute to a more equitable and inclusive HR environment where all employees are treated fairly and respectfully.
The fifth step to improving your global HR awareness is to adapt your communication style and methods to suit different cultural contexts and preferences. You can use tools, such as the Communication Style Indicator (CSI) or the Cultural Orientations Indicator (COI), to understand and adjust your verbal, non-verbal, or written communication. You can also learn some basic phrases, greetings, or etiquette in different languages or cultures. You can also use technology, such as video conferencing, translation apps, or collaboration platforms, to facilitate and enhance your cross-cultural communication.
Foster an environment of continuous learning within your organization, encouraging employees to share their global experiences and perspectives. Ultimately, a combination of education, experience, and networking will improve your global HR awareness and contribute to effective global HR management.
The sixth and final step to improving your global HR awareness is to seek feedback and improvement on your global HR competencies and performance. You can use tools, such as the Global HR Professional (GPHR) certification or the Global Professional in Human Resources (GPHR) exam, to validate and demonstrate your global HR knowledge and skills. You can also ask for feedback from your colleagues, managers, or clients on how you can improve your global HR awareness and effectiveness. You can also set goals, action plans, or learning strategies to continue your global HR development and growth.
Seeking feedback and actively working on improvement is a vital aspect of personal and professional growth, particularly when it comes to enhancing your global HR awareness and cultural competence. The goal is not to be perfect but to continually strive for growth and cultural competence in your HR role. By actively seeking feedback and making a commitment to improvement, you can become a more effective and inclusive HR professional.
2.5 years ago I committed to a lifelong journey on: -Employee engagement, - Talent Acquisition These complemented my personal work ethic: ????Keep your employees happy. ????Invest in talent that is willing to grow. ???? Analyze what your team requires in detail. I would receive praise such as, "I like how you go above and beyond for your people." And that’s exactly what they were, are and will always be. My people. ?????? I took the common HR conception aside and spent time in being an empathetic leader. genuinely did wonders for me. ????Early career advancement came to me. ????authority for making decisions. Your approach to HR and leadership can serve as an inspiration to others in your field. Keep up the excellent work ! ????