TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT SCENARIO IN GLOBAL ORGANISATIONS SCENARIO IN GLOBAL ORGANISATIONS PREPARED AND SUBMITTED BY:- SUMAN NATH 2 ND YEAR MBA UNIVERSITY OF KALYANI
Nov 16, 2015
TRAINING AND DEVELOPMENT SCENARIO IN GLOBAL ORGANISATIONSPREPARED AND SUBMITTED BY:-SUMAN NATH2ND YEAR MBAUNIVERSITY OF KALYANI
LPG ERA ITS EFFECTS
EFFECTS OF LPG
GLOBALISATION AND ITS EFFECTS ON ORGANISATIONS
GLOBALISATION
Effects of Globalization on HR practices
FUNCTIONS OF A GLOBAL ORGANISATION
GLOBAL ORGANISATIONS MUST PERFORM FOLLOWING ACTIVITIES:-
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
INTERNATIONAL-HRM
FOCUS ON TRAINING AND DEVELOPMENT- A CHALLENGE FOR I-HRM
TRAINING v/s DEVELOPMENTTRAININGDEVELOPMENTRefers to teaching specific skills and behaviorIt is meant for operativesTries to improve a specific skillIt is a one-shot dealScope of training is on individual employeesConcerned with each aspects for overall growthIt is meant for managementDeals with improving total personality of an individualContinuous processScope of development is on the organization or the work group
METHODS OF TRAINING: TRADITIONAL APPROACHESON-THE JOB METHODS
Job Instruction TrainingCoachingMentoringJob RotationCommittee AssignmentsApprenticeship TrainingOFF-THE JOB METHODS
Role PlayingLecture MethodConference/Discussion ApproachProgrammed InstructionE-learning
MDPs : METHODS OF DEVELOPMENT FOR MANAGERS
In-basketBusiness gamesCase study
Role play Sensitivity training
On-the-job experienceCoaching
Job rotationMultiple management
Special ProjectsCommittee Assignments
TRAINING AND DEVELOPMENT APPROACHES FOR GLOBAL ORGANIZATIONS
KEYWORDS TO BE KEPT IN MINDEXPATRIATION:- Employees sent to abroad for foreign assignments to learn and be able to apply that technical skill which they are to acquire, it is termed as ExpatriationINPATRIATION:- When foreign delegates are brought into the host country firms to carry their set of tasks and understand the various work-culture dimensions of the organization, it is Inpatriation. REPATRIATION:- It is the scenario where an employee is brought back to the home organization that had sent him to the foreign assignment to acquire desired set of skills and technical know-how that is essential for the person to handle responsibilities in an International firm
METHODS OF INTERNATIONAL TRAINING AND DEVELOPMENTORIENTATION:- Familiarizing the employee with culture, language and other unique aspects of the assignment.
Two types of Orientation:- Pre-arrival Orientation:- Cultural briefingAssignment briefingShipping requirements
METHODS OF INTERNATIONAL TRAINING AND DEVELOPMENTPost arrival Orientation:-Cross-cultural trainingBriefing about Career opportunitiesCAREER DEVELOPMENT:-Helping the expatriate to move up in the organization ladder, expand his knowledge, learn new thingsWhether the expatriate is enjoying continued support from the headquarters or not
CROSS-CULTURE TRAINING TECHNIQUES FOR EXPATRIATE MANAGERSDocumentary Programmes:- Foreign countrys history, culture, institutions etc.Culture Assimilation:- With the help of exposure to a series of simulated inter-cultural incidents, typical problem solutions.Language Instruction:- Conversational language skills are taught through a variety of methodsSensitivity Training:- Experiential exercises teach awareness of the impact of ones actions on othersField Experience:- Firsthand exposure to ethnic subcultures in ones own country or to foreign culturesBusiness Basics:- Negotiating cross-culturally, working with various types of clients, making presentations etc.
FIG:- ESSENTIAL FACTORS FOR TRAINING AND DEVELOPMENT WITH RESPECT TO I-HRMSUMMING UP ALL FACTORS RESULTS TO
Dedicated, Determined, Motivated and Established set of Employees