A/ ASSESSMENT RECAP

Background

• Company Overview: GM, headquartered in New York City, operates in the power and renewable energy sectors, with over 10,000 employees across 10 countries.

• Existing Challenges:

  • Difficulty attracting mentors, especially among expatriates.

  • High stress levels and low engagement rates among employees.

  • Lack of integration between the mentoring system and other HR functions.

  • Rising turnover rates among expatriates and local employees.

  • Insufficient company support and training for expatriates.

  • Communication gaps between headquarters and overseas subsidiaries.

Assignment Details

• Purpose of the Program:

  • Address existing challenges and enhance global talent development.

  • Improve employee engagement and reduce turnover rates.

  • Foster better integration between the mentoring program and HR functions.

• Target of the Program:

  • Headquarter employees, expatriates, and employees at overseas subsidiaries.

  • Both mentees and mentors, with the possibility of roles evolving over time.

  • Voluntary participation with incentives for both mentees and mentors.

• Program Structure:

  • Duration and focus areas of the mentoring relationships.

  • Delivery methods (face-to-face, e-mentoring).

  • Support mechanisms for participants.

Requirements

• Students are tasked with designing a proposal for the mentoring program, addressing the purpose, target audience, and structure of the program, guided by feedback from internal surveys and management consultations.

    B/ KEY DEFINITION

1. Global Mentoring Program: A structured initiative designed to support the professional and personal development of employees across a multinational corporation's global operations. This program connects mentees with experienced mentors to share knowledge, skills, and experiences to facilitate career growth and development.

2. Expatriates (Expats): Employees who are temporarily or permanently relocated by their employer to work in a country other than their home country. Expatriates often face unique challenges, including cultural adjustment and integration into the local workplace.

3. Turnover Rate: The rate at which employees leave a company within a specific period, which can be voluntary (resignation) or involuntary (dismissal). A high turnover rate can indicate dissatisfaction with working conditions, lack of engagement, or ineffective talent management practices.

   C/ DETAILED OUTLINE 

1. Executive Summary (Suggested 200 words)

Suggested Flow: 

• Introduce the Global Mentoring Program as a strategic initiative for GM to address its international human resource challenges and meet its global strategic objectives.

• Explain the program's application, emphasizing its role in navigating the challenges and opportunities of global HRM (ADP, 2020).

• Discuss expected outcomes, such as enhanced remote working capabilities and adapting to international HR challenges (ADP, 2020).

• Discuss both internal and external factors that will influence the implementation and success of the Global Mentoring Program at GM.

2. Introduction (Suggested 200 words)

Suggested Flow:

• First sentence: Company Overview

  • Introduce GM, emphasizing its role as a multinational corporation in the power and renewable energy sector, with a significant global presence.

• Discuss the global challenges MNCs face, highlighting the importance of effective IHRM in the context of rapid globalization and knowledge dissemination.

• Discuss the company's current challenges in Talent Development and Corporate Advantages

Example: General Motors faced challenges in talent development and acquiring a robust corporate advantage. Historically, its mentoring system was focused primarily on leadership positions and heavily centered on employees at the headquarters. These factors are potential obstacles that necessitate critical solutions from the HR Director. 

• Propose that the idea of mentoring could help solve the company's issues.