Global remittances are funds that migrant workers send to support their families back in their home countries.

Analyzing the cultural aspects of the company to be acquired is a strategic role of HR in merger & acquisition (M&A) due diligence. Understanding cultural compatibility is crucial for the success of the integration process and for minimizing employee resistance and turnover.
* Cultural Assessment: HR conducts a thorough assessment of the cultural aspects of the target company, including its values, norms, work practices, and employee behaviors.
* Identifying Differences: By identifying cultural differences and potential conflicts, HR can develop strategies to address these issues and facilitate a smoother integration.
* Integration Planning: HR plays a key role in planning the integration process, ensuring that cultural alignment is considered in decisions related to communication, team integration, and organizational structure.
* Employee Engagement: Maintaining employee engagement during the M&A process is critical. HR develops initiatives to manage change, communicate effectively, and support employees through the transition.
References:
* SHRM resources on M&A due diligence and cultural integration
* Best practices for managing organizational culture during mergers and acquisitions

Organizations should never base any hiring decision on race, gender, age, or any other protected visual attributes, even if the intent is to "hire for more diversity." Also, whereas the other two suggestions would help create a more inclusive workplace, the most effective strategy is to expand the reach of recruitment efforts toward underrepresented groups.

The Department of Labor has issued seven criteria that qualify an internship to be unpaid.
There are no restrictions for weekly hours.

* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.