Cross cultural competencies and Technology

Globalization is becoming a reality, in many ways, for the first time. Go to a computer anywhere in the world, and you’ll see that the person sitting at it is familiar with eBay. Yahoo! or Google! And it’s not only the application of technology but technology itself that is making pluralism at a global level a genuine possibility. Advancement in technologies has now resulted in ‘follow the sun’ models, which dictate that the work never stops. This enables teams across countries to work as one unit, cutting across every cultural and physical barrier. They work with one goal and hence, come up with faster solutions.

Old business and hiring structures are both being replaced by a global sourcing model that places emphasis on doing the work place where it makes most sense, sourcing resources from where they are the cheapest and of the best quality, and delivering where there is the best client interface. This has led to the formation of a global workforce that collaborates seamlessly to create profit for the host country and the country where the organization is headquartered.

Globalization of IT has led to extensive movement of professionals from one country to another. Though this has been largely characterized by migration from the East to the West (specifically the USA), the reverse trend is also now being seen It is becoming common to see IT professionals from abroad working on short and long term projects in Asian countries. This made the government concerned interfacing with each other in areas such as labor regulations, visa rules, work permit quota etc., to enable a smoother flow of professionals from one country to another.

As companies seek talent and talent seeks global companies, there is dramatic change waiting to happen in the way we work. Our work world is challenging and presents a number of opportunities.

Companies increasingly encourage and expect employee to have cross-cultural competencies and international experience. It indicates an added dimension of appreciation for cultural diversity, different approaches to communication and different ways to solve common problems.

Most IT organizations like Google, also specially made programs to facilitate internal movement of talent across geographical boundaries. The idea is to find the right blend of work and expertise without location as a constraint. We offer the ‘Jumpstart program’ that supports Google’s international expansion through selective remote project opportunities. The Jumpstart Program allows outstanding employees to have the opportunity to improve their knowledge and expand their cultural horizons in Google’s international offices, providing a benefit to outstanding contributors. In addition, this program helps unify our global workforce as employees can serve as ambassadors on the local level across regions.

Technology also has the potential to change culture and economic structure. These changes in behavior, technology, demographic resources and global competition are forcing businesses to strategically adapt to new ways to ill talent scarcity gaps. It is interesting to note how different companies around the world are sourcing talent to fill their needs.

Companies are recruiting talent to immigrate back to their homelands from all over the world. And money is not the rime motivator for global movement as people are willing to make the move for less. It’s the improving quality of life around the world that compels talent to consider such a move.

During the nineties, recruitment by IT companies was largely geography based. Thus, almost all intake by an organization centered in India would be from within the country. This is now changing especially in the case of the larger IT companies, which are taking conscious measures to build a global workforce either through recruitment from foreign universities, or through lateral intake. Another trend is the split between recruitment and development. Thus, an IT company can be headquartered in Mumbai, recruit programmers from the Philippines, and deploy them in the UK.

To remain competitive in the current recruitment market, organizations are also investing in developing robust internal growth opportunities. Companies are more open to hiring fresh graduates and investing in their training both for technical skills as well as domain knowledge.

Newer locations globally are now becoming the hiring base especially at the entry level.
More in at senior positions to be based out of India
Senior executives are relocating with their families to India whereas till sometime back, It would not be so.

It has been proved time and again that the forces of talent necessary to accomplish work are never planned for but seem to rise to the occasion. The talent forces that are emerging to fill scarcity gaps in our time are from every conceivable part of the globe and are adapting to the flat world faster than you think.

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