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