Training And Development Practices In Global Organisations
-
Upload
suman-nath -
Category
Career
-
view
204 -
download
2
description
Transcript of Training And Development Practices In Global Organisations
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