$1-$ to $2-$page Word document. Managing intercultural competencies is the key to success in multinational and multicultural organizations. As an HR consultant, you must understand the importance of these competencies and reflect on your strengths and areas of potential improvement. Check in with your instructor about your understanding of intercultural competence. Consider the following points:

Briefly explain the importance of intercultural competence to your current or envisioned career.

Describe an area of strength related to your intercultural competence.

Describe an area of improvement related to your intercultural competence.

Review the project guidelines and rubric and share any initial concerns you may have about the project scenario and the course project submission due in Module Nine.

Share your understanding of the scenario and expectations for Milestone One.

Share any questions or concerns you may have about the Milestone One requirements.

Milestone one: ou have been contracted as an HR consultant by a U$.$S$.$ LLC in Wilmington, Delaware, to solve their internal issues. This U$.$S$.$ LLC is a branch of a Singaporean software solutions provider with $140$ employees and $$20$M revenue per year. The CEO of the Singaporean headquarters wants to open new markets in the United States, gain access to new customers, diversify risk, leverage resources, and increase profits. To meet these goals, she tasked a VP to establish and take charge of the U$.$S$.$ branch.

Unfortunately, the newly formed U$.$S$.$ branch has been facing several problems from the beginning.

Employees at the call center and the sales and marketing division are disengaged and emotionally fatigued as a result of contradictory communication between the branch$$s leadership and the leadership at the Singaporean headquarters.

The branch team members feel frustrated and undervalued as a result of conflicting feedback from their VP and management team.

Messages from leadership lack consistency, especially regarding policies and practices related to human resources.

There is no training for team members.

Communication problems between the Singaporean headquarters and the U$.$S$.$ branch are resulting in low employee morale.

Overall, the standard operating procedures $($SOP$)$ followed successfully at the headquarter office in Singapore could not be replicated at the U$.$S$.$ branch. As a result, the CEO$$s vision of successfully furthering expansion into the U$.$S$.$ market remains unfulfilled.

Prompt

Perform the change readiness$/$needs assessment audit for the U$.$S$.$ branch and submit a report of your findings to the VP in the course scenario. As the HR consultant, this would help you identify the readiness of the U$.$S$.$ branch employees to adopt change plans. In this report prepared for the VP$,$ you will discuss the change readiness of the workforce and leadership, willingness and capabilities for change, and any historical barriers to change from past planned or unplanned change management experiences