TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT

SCENARIO IN GLOBAL SCENARIO IN GLOBAL

ORGANISATIONSORGANISATIONS

PREPARED AND SUBMITTED BY:-SUMAN NATH2ND YEAR MBAUNIVERSITY OF KALYANI

LPG ERA LPG ERA ITS EFFECTSITS EFFECTS

EFFECTS OF LPGEFFECTS OF LPG

GLOBALISATION AND ITS GLOBALISATION AND ITS EFFECTS ON EFFECTS ON ORGANISATIONSORGANISATIONS

GLOBALISATIONGLOBALISATION

Effects of Globalization on Effects of Globalization on HR practicesHR practices

FUNCTIONS OF A FUNCTIONS OF A GLOBAL ORGANISATIONGLOBAL ORGANISATION

GLOBAL ORGANISATIONS MUST PERFORM GLOBAL ORGANISATIONS MUST PERFORM FOLLOWING ACTIVITIES:-FOLLOWING ACTIVITIES:-

INTERNATIONAL HUMAN INTERNATIONAL HUMAN

RESOURCE MANAGEMENTRESOURCE MANAGEMENT

INTERNATIONAL-HRMINTERNATIONAL-HRM

FOCUS ON TRAINING AND FOCUS ON TRAINING AND

DEVELOPMENT- DEVELOPMENT-

A CHALLENGE FOR I-HRMA CHALLENGE FOR I-HRM

TRAINING v/s DEVELOPMENTTRAINING v/s DEVELOPMENT

TRAINING DEVELOPMENT

Refers to teaching specific skills and behavior

It is meant for operatives

Tries to improve a specific skill

It is a one-shot deal Scope of training is on

individual employees

Concerned with each aspects for overall growth

It is meant for management

Deals with improving total personality of an individual

Continuous process Scope of development is

on the organization or the work group

METHODS OF TRAINING: METHODS OF TRAINING: TRADITIONAL APPROACHESTRADITIONAL APPROACHES ON-THE JOB METHODS Job Instruction Training Coaching Mentoring Job Rotation Committee

Assignments Apprenticeship Training

OFF-THE JOB METHODS Role Playing Lecture Method Conference/Discussion

Approach Programmed Instruction E-learning

MDPs : METHODS OF DEVELOPMENT MDPs : METHODS OF DEVELOPMENT FOR MANAGERSFOR MANAGERS

o In-basketo Business gameso Case study

o Role play o Sensitivity training

o On-the-job experienceo Coaching

o Job rotationo Multiple management

o Special Projectso Committee

Assignments

TRAINING AND DEVELOPMENT

APPROACHES FOR GLOBAL

ORGANIZATIONS

KEYWORDS TO BE KEPT IN MIND

EXPATRIATION:- 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 Expatriation

INPATRIATION:- 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 METHODS OF INTERNATIONAL TRAINING AND DEVELOPMENTAND DEVELOPMENT

ORIENTATION:- Familiarizing the employee with culture, language and other unique aspects of the assignment.

Two types of Orientation:- a.Pre-arrival Orientation:- Cultural briefingAssignment briefingShipping requirements

METHODS OF INTERNATIONAL TRAINING METHODS OF INTERNATIONAL TRAINING AND DEVELOPMENTAND DEVELOPMENT

b. Post arrival Orientation:- Cross-cultural training Briefing about Career opportunities• CAREER DEVELOPMENT:-• Helping the expatriate to move up in

the organization ladder, expand his knowledge, learn new things

• Whether the expatriate is enjoying continued support from the headquarters or not

CROSS-CULTURE TRAINING TECHNIQUES FOR EXPATRIATE MANAGERS

Documentary Programmes:- Foreign country’s 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 methods

Sensitivity Training:- Experiential exercises teach awareness of the impact of one’s actions on others

Field Experience:- Firsthand exposure to ethnic subcultures in one’s own country or to foreign cultures

Business Basics:- Negotiating cross-culturally, working with various types of clients, making presentations etc.

FIG:- ESSENTIAL FACTORS FOR TRAINING AND DEVELOPMENT WITH RESPECT FIG:- ESSENTIAL FACTORS FOR TRAINING AND DEVELOPMENT WITH RESPECT TO I-HRMTO I-HRM

SUMMING UP ALL FACTORS RESULTS TO

Dedicated, Determined,

Motivated and Established set of

Employees