Global Mobility and Lifelong Learning: Developing American and Global Citizens

1
Global Mobility and Lifelong Learning Developing
American and Global Citizens

• Maria Cseh
• The George Washington University
• Consuelo Waight
• University of Houston

2
AGENDA

• Paradigm Shift
• Context for Global Mobility
• Need for Workforce
• Present State of Foreign-Born Workforce
• Approaches to Address the Need for Workforce
• Learning Workforce Development
• Lifelong Learning and Global Mobility
• Developing Global Citizens NHRD for Lifelong
  Learning
• References

3
Paradigm Shift
Brain Drain Brain Gain Brain Circulation

• Differentiating Connecting
• Immigration and Global Mobility
• The Quest for Global Citizenship

Domestic is Global Global is Domestic
4
Paradigm Shift

• Differentiating
• Immigration (National policy issue)
• In the immigration literature, global migration
  flows are typically defined as falling into three
  main categories
• family migration
• employment-based/skilled migration (providing
  individuals with specialized human capital access
  to employment visas or permanent residence status
  on the basis of their potential to bring benefits
  to the receiving state)
• and humanitarian migration.1
• Global Mobility Human resource (HR) capital
  issue
• Global Citizenship (Role models around the world)

5
Paradigm Shift

• Connecting

• For people who intend to live permanently in the
  United States

• High Skilled Professionals
• PERM, J-1
• H-1B L-1 (65K/year)
• Unskilled Workers
• H-2A/B (100K/year)
• Students
• F visas (700K/year)
• Entrepreneurs / Investors
• E visas
• Others

Immigrant

• For people with permanent residence outside the
  U.S.
• Over 20 nonimmigrant programs that permit
  foreigners to work within set time limits.
• These programs are often referred to by the type
  of visa issued to the foreigner, such as E for
  treaty traders and investors, H for workers, and
  L for intra-company transferees.
• The 3 major worker visa categories are H-1B for
  specialty workers, H-2A for agricultural workers,
  and H-2B for nonfarm workers.

Non Immigrant
6
Context for Global Mobility

• Global Workforce Demographics Trends
• The working-age population is shrinking in Italy
  and Japan, and it will begin to decline in the
  USA, the United Kingdom, and Canada by the
  2020s.1
• More than 70 million U.S.A. baby boomers will
  retire by 2020, but only 40 million new workers
  will enter the workforce.2
• Europe is expected to face the greatest period of
  depopulation since the Black Death, shrinking to
  7 of world population by 2050 (from nearly 25
  after World War II).2
• East Asia (including China) is experiencing the
  most rapid aging in the world.2
• Indias working-age population is projected to
  grow by 335 million people by 2030 almost
  equivalent to the entire workforce of Europe and
  the USA today.2
• These extremes global imbalances suggests that
  immigration will continue to increase.2
• The Bureau of Labor Statistics projects a
  shortfall of 10 million workers in the USA by
  2010.3

7
Context for Global Mobility
Global Workplace HR Trends

• Main Actions Organizations are Taking
• Expanding into global market
• Giving more consideration to regional political
  issues when making decisions to invest abroad
• Creating global teams
• Integrating HR practices across borders
• Training and developing global leaders
• Increasing security for expatriates
• Changing employment practices due to increased
  expectations of international corporate social
  responsibility.
• Seeking new off shoring destinations in response
  to skills shortages and high turnover.
• Off shoring manufacturing white-collar jobs to
  developing countries.

• Key HR Trends
• Managing talent globally.
• Multiculturalism of global workforce.
• Global teams.
• Global leadership.
• Demographics generational differences.
• HR communication and expertise across borders to
  leverage globally dispersed pockets of knowledge.
• Demand for HR skill sets (strategic/international
  vs. transactional)
• Immigration reform and the staffing shortage.
• Domestic is global and global is domestic.
• Movement of people in Western multinational
  corporations.

Adapted from SHRM Workplace Forecast (2008)4
8
Need for Workforce
Need for Workforce / Primary Reason

Cannot find citizen or legal resident alien
workers with the necessary skills
25
Recruited as part of standard domestic
recruitment, but later learned that the candidate
was a foreign national
20
Organization has international operations or
locations
20
Cannot find citizen or legal resident alien
workers with the necessary degrees
9
Cannot find citizen or legal resident alien
workers willing to do the work
9
Recruited to increase diversity
7
Organization has international customers
5
Adapted from SHRM/CCHRA 2008 Global Talent
Sourcing in the United States and Canada5
9
Present State of Foreign-Born Workforce

• The nations immigrant population (legal and
  illegal) reached a record of 37.9 million in
  2007.
• Immigrants account for one in eight U.S.
  residents, the highest level in 80 years. In 1970
  it was one in 21 in 1980 was one in 16.
• Overall, nearly one in three immigrants is an
  illegal alien.
• Since 2000, 10.3 million immigrants have arrived
  the highest seven-year period of immigration in
  the U.S. history. More than half of post-2000
  arrivals (5.6 million) are estimated to be
  illegal aliens.
• Of adults immigrants, 31 have not completed high
  school, compared to 8 of U.S. born.
• The share of immigrants and U.S. born who are
  college graduates is about the same. Immigrants
  were once much more likely than U.S. born to be
  college graduates.
• The proportion of immigrants-headed households
  using a least one major welfare program is 33,
  compared to 19 for U.S. born households.6

10
Present State of Foreign-Born Workforce
Socio-Economic Status by Education Level
Education Level
Nativity
Median Income
Welfare Use
21,176
53.8
Immigrant
Less Than High School
24,402
41.3
Native
Immigrant
26,459
36.1
High School Only
31,486
23.4
Native
Immigrant
35,010
27.8
Some College
37,096
19.0
Native
55,582
12.5
Immigrant
College or Graduate Degree
56,583
6.8
Native
Adapted from Center for Immigration Studies
analysis of the March 2007 Current Population
Survey7
11
Approaches to address the need for Workforce
Actions taken by organization as a result of
immigration policy

Increased efforts to recruit and retain citizens
and legal resident alien workers
66
Recruited foreign students who were pursuing
education in the country where organization is
located
19
Decided against outsourcing internationally
18
Hired foreign national workers under different
types of visas due to unavailability of preferred
visa types and/or delays in document processing
16
Decided to outsource internationally
11
Hired local nationals into foreign subsidiaries
first and then transferred when possible
11
Set up international virtual teams
6
Adapted from SHRM/CCHRA 2008 Global Talent
Sourcing in the United States and Canada5
12
Learning Workforce Development
Organizations that Provide
71 of students enrolled in Bachelors, Master
s or Doctoral programs

Orientation and On boarding Programs to help
foreign national workers to acculturate
44
Training to Managers and Supervisors to help them
understand cultural issues in working with
Foreign National Workers
49
Adapted from SHRM/CCHRA 2008 Global Talent
Sourcing in the United States and Canada5
Adapted from http//www.ice.gov/sevis/numbers/stud
ent/level_of_education.htm8
13
Lifelong Learning and Global Mobility

• Interconnectedness among global
  mobility-knowledge economy-lifelong
  learning-competitive edge
• No one country has all the intellectual capital
  it needs it is dispersed around the world
  global mobility is inevitable
• Lifelong learning is the continuous process of
  expansion of ones horizon
• Creating environments to foster lifelong learning
  leveraging the interdependence among
  individual, group, organization, country and
  global levels

14
Developing Global Citizenship NHRD for Lifelong
Learning

• National Human Resource Development (NHRD)
  (evolution of human resource development from an
  individual to organizational, community, region
  and national focus9)
• Has to be contextual
• Has to value intellectual capital
• Has to understand and support knowledge transfer
• Has to enable policies that support lifelong
  learning

15
References

1. Shachar, A. (2006) The race for talent Highly
   skilled migrants and competitive immigration
   regimes. Immigration and Nationality Law
   Review,143, 143-201. Retrieved September 29,
   2008, from HeinOnline database.
2. The National Academies (2005). Committee on
   Prospering in the Global Economy of the 21st
   Century. Rising above the gathering Storm report.
   Retrieved on October 14, 2008, from
   http//books.nap.edu/openbook.php?isbn0309100399
   page212
3. Manpower (2006). Confronting the coming talent
   crunch whats next?. Retrieved September 29,
   2008, from http//www.us.manpower.com/uscom/files?
   name2008_Talent_Crunch_White_Paper.pdf
4. Society for Human Resource Management. (2008).
   SHRM Workplace Forecast. Alexandria, VA Author.
5. Society for Human Resource Management. (2008).
   SHRM/CCHRA Global Talent Sourcing in the United
   States and Canada. Alexandria, VA Author.
6. International Labor Organization (International
   Institute for Labour Studies). Managing labor
   migration Temporary worker programs for the 21st
   century. Geneva. Martin, P. (2003). Retrieved
   September 29, 2008 from http//www.ilo.org/public/
   english/bureau/inst/download/migration3.pdf
7. Center for Immigration Studies Immigrants in the
   United States. A profile of americas
   foreign-born population (Backgrounder 10-07).
   Washington, DC Camarota,S. A. (2007). Retrieved
   September 29, 2008 from http//www.cis.org/article
   s/2007/back1007.pdf
8. Students by level of education and course of
   study. Retrieved October 7, 2008, from
   http//www.ice.gov/sevis/numbers/student/level_of_
   education.htm
9. Byrd, M., Demps, E. (2006).Taking a look at
   national human resource development. Human
   Resource Development International, 9, 553-561