By: Juntee Terrenal, GMS, Strategic International Business Leader, Adviser & Coach
What do we need?
Recently, Western Washington University conducted their annual case studies competition under the guidance of Professor Thomas Roehl and Professor Jongwook Kim. Dr. Kwon Chan-Ho, Chief of Secretary, President’s Office, SangMyung University and Yoo Sang UK, Director General of Operations, Korean-American Culture & Society Development Association are the Advisers of the Exchanged Korean University Students. Salute to all the professors and advisers who helped in molding the critical thinkers among the participants.
The senior university students of Western Washington University in Bellingham, Washington and the exchanged university students from SangMyung University in Seoul, S. Korea participated in the competition. All of them were pursuing international studies. All participants were actively involved during the competition. Team One bagged the accolades as the Winning Team.
The following photos were taken during the competition, courtesy of Yoo Sang UK, Director General of Operations, and Juntee Terrenal, Competition Judge and ReloNavigator’s Founder and CEO.
Courtesy: AngelicaRobinson, Pres – IBN-WWU
During the Career Round Table after the competition, the Panel of Judges (Mr. Sandy McIntyre, Mr. Jim McCabe and Mr. Juntee Terrenal) answered all the questions from the students. One senior student asked; what is the future of an international career for us? The question was quite relevant to our current endeavors prior to this publication. Each of the Judges shared their perspectives.
The following will highlight the 2014 emphasis of numerous global organizations which reinforced the comments shared by Mr. Terrenal.
Numerous multinational organizations that are operating between two or more countries will incorporate in their 2014 Action Plans the development of global human capital competency. The findings of numerous researches identified the big deficiency, challenges and reasons why it is necessary to invest on these areas. Without competent people who will work internationally, the current challenges will remain and there will be a vacuum of competency.
2014 Emphasis: Investing in the Development of Global Human Capital Competency
- Global Leadership is lacking in many countries. Current leaders of multinational organizations with all sizes (small medium and large) do not demonstrate effective global management acumen that are relatable by the Gen Y workforce. This generation has a different view in regards to management per se. Thereby a strategic approach that will deliver better results from their performance and capabilities must be demonstrated by leaders from different generation.
Reality of Existing Talents:
- Globalization is currently a ‘jargon’ among many organizations that are operating whether locally or internationally. There is a cry of need to be ‘globally competent with socio-linguistic-economic proficiency’ and it is rising fast. This deficit is affecting majority of organizations of all sizes. Talents with global mindset, cross-culturally communicative skills, remote talents and team management, intercultural leadership, and multi-linguistic competency are needed.
Economics of Supply and Demand:
- Many educational institutions globally cannot produce fast enough the necessary talents that global organizations need. Corporations need to re-engage in investing on continuing education, management development to those with high potentials in their citizenry. Important day-to-day soft skills needed in the work environment are; cross-cultural sensitivity, adept conversational and written communication skills, public speaking and leadership based on competency.
Risks, Maintenance and Compliance:
- Globally operating organizations are at high risks because they don’t have the essential programs that support their multinational employees working abroad and locally. Higher regulatory competency, maintenance and risks management, and compliance pertaining to relevant taxes (where applicable), immigration and employment, mobility, relocation and commensurate compensation) are in high priorities.
Measurable Return on Investments:
- This year, the focus on Return on Investment is measured among internationally deployed expatriates and assignees. Global performance management systems will be strategically positioned and aligned with the organization’s business objectives prior to expatriate assignment. Short term and extended travels become a norm of which the risks on international workforce, compensation coverage, and tax liabilities will increase dramatically.
Useful Strategies in overcoming the current gap of global competency:
Create self-initiative to develop your skills and reinforce your learning in school or university.
Participate in various workshops that are specifically focused on global competency development, or attend a seminar. There are many organizations that are experienced in this area, like IdeasNConversations.
Augment your usual curriculum in school with other classes that are facilitated by outside and experienced executives, they provide meaningful hands-on experiences, best practices and techniques in solving organizational challenges.
Gain cross-cultural, psysho-linguistic and economic proficiency.
Seek the guidance of an experienced Coach and discuss your potentials, areas to develop for readiness in the global market.
Learn, invest and practice; this is the only technique to create one’s personal and professional strategic competency in order to be successful in the globalized work environments.
Looking into the Future:
There will always be an international career for anyone who will be determined to search his/her place in a given industry, internationally. What makes that individual different will be the global acumen that demonstrates needed abilities to perform a global responsibility in the global environment.
In the years to come, the global human capital competency plus experiences would be the determinant in hiring people for global jobs, rather than the usual institution’s name where education was obtained.
This article is being republished with permission from original source and author because its content is relevant to current time. It was originally published at then ReloNavigator Newsletter.
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