Globalization has presented new challenges to organizations.  One of the most critical issues is effectively building a global workforce that is competent and committed to the organization’s mission and objectives.

Workforces have become more culturally diverse.  Even though an organization may have operations concentrated in a single country the mobility of talent results in people coming from other countries.  They bring their cultural orientation with them and beliefs and values are not easily changed.  As a result each organization must recognize cultural differences, respect the rights of people to have differing perspectives and reconcile the issues cultural diversity creates.

This 2-day seminar presents concepts, theories, principles and techniques for effectively managing a workforce globally.  The focus is to identify effective strategies relating to staffing, development, performance management, remuneration management, legal/regulatory compliance and employee/ labor relations in globally dispersed and culturally diverse organizations.

Course Details: 


1. To ensure attendees understand the issues related to effectively managing a workforce in a global environment.

2. To inform attendees about human resource strategies and programs that will be economically feasible, legal and acceptable to employees as fair, competitive and appropriate.

3. To engage attendees in exploring alternative approaches to meeting the challenges associated with a global workforce and evaluating how different approaches can address the issues faced by their organizations.

Who should attend

•HR practitioners and managers at all levels; Management personnel responsible for global/diverse workforces



• Presentations
• Exercises
• Case Studies
• Discussion


Day 1

I. Global Human Resource Strategy

• Reasons why organizations operate globally

• Forces impacting global workforce management

• Alternative strategies for effectively managing a global workforce


II. Organization and Workforce Culture

• Types of organizational cultures and what types of organizations and contexts each fits best

• Diversity in workforce cultures: national/ethnic, religious, occupational and generational

• Model for recognizing cultural differences, respecting their validity and reconciling the issues they present


III. Global Staffing Strategy

• Alternative approaches to attracting, retaining and utilizing employees

• Legal/regulatory, cultural and economic forces impacting global staffing


IV. Global Development Strategy

• Approaches to developing employees

• Legal/regulatory, cultural and economic forces impacting development strategies/programs


Day 2

I. Global Performance Management Strategy

• Approaches to defining and measuring performance at the individual, group/unit and organizational levels

• Legal/regulatory, cultural and economic forces impacting performance management strategies/programs


II. Global Remuneration Strategy

• Approaches to rewarding employees globally

• Legal/regulatory, cultural and economic forces impacting remuneration management strategies and programs


III. Global Legal/Regulatory Compliance And Ethical Management

• Principles for managing employees set down by various agencies, including the UN, OECD and ILO and operating in a manner mandated by ethical codes

• Alternative approaches to accommodating laws, regulations and   principles while effectively managing the workforce


IV. Global Leadership & Management

• Alternative leadership strategies

• Effectiveness of different leadership styles across countries and cultures


Robert Greene

Dr. Robert J. Greene has a PhD (Applied Behavioral Science) from Northwestern University, an MBA (Human Resource Management) from the University of Chicago and BA (Economics) from University of Texas and has over thirty years of industry and consulting experience with organizations on formulating and evaluating human resource management strategies and designing, implementing, administering and evaluating performance and compensation management programs. He also provides counsel on defining, assessing and reshaping organizational culture and effectively managing cross-cultural workforces.
Dr. Greene's professional's certifications include:
• Global Professional in Human Resources (GPHR)
• Global Remuneration Professional (GRP)
• Senior Professional in Human Resources (SPHR)
• Certified Compensation Professional (CCP)
• Certified Benefits Professional (CBP)
• Certified Professional In Human Resources & Compensation (CPHRC)
• Senior Certified Professional (SHRM-SCP)
Co-authored "Rewarding Performance Globally: Reconciling The Global - Local Dilemma", Dr. Greene has published over 100 articles, white papers and book chapters HR management and was awarded the first Keystone Award for achieving the highest level of excellence in the field by the American Compensation Association (now WorldAtWork).
He was a principal designer of the CCP, GRP, PHR, SPHR and CPHRC certification programs and brought the GRP program to Singapore at its inception, working in conjunction with the Singapore National Employers Federation. He has taught and spoken around the world and was an expert advisor to the SHRM Global Learning System and principal author of the SHRM Learning System module on Compensation, as well as several certification courses in the GRP and CPHRC certification programs.
He is also a faculty member for DePaul University's MBA & MSHR degree programs globally.

Administrative Details:

Scheduled Dates

• Date to be advised

Duration / Venue

• Two days

• 9 am to 5.30 pm

• Hotel seminar room


A Certificate of Attendance will be awarded at the end of the course.



• S$ 1250 for Community

• S$ 1280 for Non-Subscribers


• Coffee & tea with snacks during the morning and afternoon breaks

• Buffet lunch with vegetarian & halal options


Past Participants:

Past Participants' Comments

Past Participant Organisations