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MANAGING INTERNATIONAL HR ACTIVITYTRAINING AND DEVELOPMENT & PERFORMANCE MANAGEMENT

Submitted by, Akhil ravi

Submitted to, Mr.R.R.Srivastava

INTERNATIONAL HR TRAINING AND DEVELOPMENT

Training and development bridge the gap between the capabilities of individual hired and role of the job that she/ he hired for. The training programs include cultural awareness training, preliminary visit role play etc.

INTERNATIONAL TRAINING AND DEVELOPMENT

EXPATRIATE TRAINING
Training is considered as an investment in boosting an expatriates performance Expatriate training prior to dispatch to the foreign assignment location includes creating cultural awareness, especially in relation to assignment meant for culturally tough locations Research studies undertaken over the past approx. 20 years indicate that many organization neglect to provide expatriates with adequate pre-departure training, whereby differences exist between US, European and Japanese organizations

COMPONENTS OF PRE DEPARTURE TRAINING


PROGRAMS

Cultural awareness
The goal of cultural awareness programs is to enhance the expatriates understanding of the host country so that he or she can adjust and behave accordingly, and avoid getting into difficult situations Cultural awareness programs do not have a standard universally applicable format, rather, they depend on factors such as the country of assignment , nature of the expatriates job, available time to undertake training Typically training element includes things like area studies, cultural considerations, language skills, sensitivity training and field experiences.

COMPONENTS OF PRE DEPARTURE TRAINING


PROGRAMS

Preliminary Visits

Expatriates are sent to visit their host country before being sent there on an assignment The purpose of a preliminary visit is help expatriates to assess their suitability for, and their interest in the assignment, introduce them to the business context, and to make better pre-departure preparations Research indicates that many organizations make use of the tool of preliminary visits for expatriates, or would consider its use Generally, preliminary visits are not offered to expatriates if the expatriates are already familiar with the country, or if the country is considered culturally closed

COMPONENTS OF PRE DEPARTURE TRAINING


PROGRAMS

Language Training

Language training is an important aspect of any pre departure training program Knowledge of the host countrys language offers several benefits:
Expatriate performance and negotiating ability is enhanced Expatriates have easier access to important data and information needed for their assignments Closer direct interaction with host country stakeholders is possible.

Research studies indicate that expatriates usually accord high importance to speaking the language of their host countries as a means of not only performing better on their assignments, but also for forming social support structures and in associating with the rest of the expatriate community. Language skill-building is often omitted from predeparture training programs because of the time factor and the difficulty of monitoring employees language skills.

PROCESS OF TRAINING
Establishing the training objective Identify the type of global assignment Determining training needs Establish goals and measures Develop and deliver cross culture training Evaluation of the programs

INTERNATIONAL PERFORMANCE MANAGEMENT

International performance management includes activities such as assessing performance, actual and potential, offering feedback to the employees and enabling them to improve performance through training and development.

THANK YOU

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