Corporations Develop a Global Workforce

Seattle, WA - The World Education '98: Developing a Global Workforce Conference held at the Bell Harbor Conference Center on Feb. 4 & 5, at a cost of $1,700+ per person, focused on corporate success in the world marketplace. Questions addressed included "What does it mean for corporations to become 'global'?" and "How should corporations prepare their employees [human resources] to work abroad?" The assumption promulgated is that in the future the market will be 'global' and "there's no turning back." This premise set the framework for the two day workshop sponsored by World Education - Port of Seattle, Port of Tacoma, Deloitte & Touche LLP, Hall Kinion, Washington CEO, United Airlines, Washington State Community, Trade and Economic Development and others.

"All competition must be global as we move forward. This is far different from being an 'international' company," asserted visionary Ken Alvarez, CEO of Sun Microsystems in the session, "Preparation of the Workforce in a Global Economy."

The Globalization continuum goes from domestic to international, to multinational to global, Alvarez says. The 21st Century organization requires a "mind-set-shift" to achieve globalization characterized by · Equalization of power (creating internal equity among employees) · Borderless (corporations erase national fragmentation, reaching remote areas) · Global Tribalism (merging of separate entities) · Networked/Teambuilding (not hierarchical [top down]) · Decentralization ('nodules' of activity illustrated by the "fish net weave" [the mesh creates multiple centers of activity]) · Technology (Internet connectivity) · Multicultural sensitivity (built on relationships) · Trust (new associations cooperating from new reference point). Two corporations which have achieved 'global' status are Levy Strausse and MacDonald's.

What Does it Means to be Global? Speakers concluded that the world is coming together. The organizations of tomorrow will make new demands on people. Companies who are building global bases stand to lose hundreds of thousands of dollars if they don't deal with 'globalization' carefully. This shift is purchasing power from the U.S. to emerging economies is not a reversible trend.

We are in the midst of a technological explosion which is not linear, one speaker indicated. A networked world with people linked by technology sets up a different distribution of power. Technology of the future:
· The Internet is central to globalization. It must be accessible to every man, woman and child- access to all. · "The Smart Card is a new way we will deal with one another. It contains a chip with your information - all medical data, your x-rays. This is profound." · The next technological evolution will be 'sensors.' The implication is that people can take a pill containing a sensor to monitor their stress levels in the workplace.

In the portion entitled, "A look into the future: Where do we go from here?" Mary O'Hara-Devereaux, director of the Institute for the Future advised the group about future changes in the global market. There will be big changes of high importance; tremendous structural changes in work. Every person's life will be turned upside down. Knowing the timing is critical. Any trend which is unsustainable will end and the sustainable will remain.
The new shift in purchasing power will move from the U.S. to the developing countries. This is not a reversible trend, but rather the new "investment opportunity."

Where Will the Labor Force Come From? The workforce is shifting dramatically. Growing economies mean everyone is becoming prosperous - a redistribution of wealth. Nodular understanding [the fishnet weave- changing centers of activity dispersed more evenly around the world] is 'strategic' for Human Resource development. The developing countries offer a new market of skilled labor which is being tapped by the multinational corporations.
As Human Resource people, corporations have to develop a plan for preparing our worker for an international assignment, stated Sharon Richards, Intel Corporation. Areas corporations must address:
· Choosing people correctly through selection and assessment · People who are willing · People who have the language and cultural skills

Among potential problems are allowing for two tax bases [U.S. and abroad] and repatriation (returning to the U.S.), which has, so far, proven to be great problem. The greatest implication is that "human resources" may be asked to pick up their families and relocate where needed.

For a comprehensive report of this conference, send SASE to Citizen Review and ask for "Corporation Conference Report." Donations are greatly appreciated.