Managing a Global Workforce is a Workplace-domain functional area, and the BASK defines it as the role of the HR professional in managing global and mobile workforces to achieve organizational objectives. Most of this unit is knowing which list belongs to which area.
The Workplace domain
- The four Workplace functional areas are Managing a Global Workforce, Risk Management, Corporate Social Responsibility, and U.S. Employment Law & Regulations. Nothing else.
- Workplace is 13% of the SHRM-CP score. The trap numbers: 19% is People, 18% is Organization, and 40% is the share of situational judgment items, not a domain weight at all.
- Corporate Social Responsibility is defined around operating ethically and contributing to economic development and quality of life, so a definition about ethics is CSR, not global workforce.
- Workforce Management and Structure of the HR Function sound like they belong here. They are Organization-domain areas.
Methods for moving work
The BASK names exactly four: offshoring, onshoring, nearshoring and remote teams. This is the vocabulary for deciding where work is performed. Nearshoring is the answer when the point is keeping delivery close to customer time zones.
The three lists people confuse
- Offshoring, onshoring, nearshoring, remote teams are methods for moving work.
- Avoidance, reduction, sharing, retention are risk treatments, from Risk Management.
- Ethnocentric, polycentric, regiocentric, geocentric are staffing orientations, not methods of moving work.
- Balance sheet, home-based, host-based, localization are pay-setting approaches.
Carry this in
When a scenario asks where the work should be done, answer in the moving-work list. When it asks about one person's posting abroad, that is international assignments, a different list. Relocating work and relocating a person are not the same question.