TRAINING AND DEVELOPMENT

SCENARIO IN GLOBAL
ORGANISATIONS

PREPARED AND SUBMITTED BY:SUMAN NATH

2ND YEAR MBA
UNIVERSITY 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

DEVELOPMENTA CHALLENGE FOR I-HRM

TRAINING v/s DEVELOPMENT

TRAINING

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

DEVELOPMENT

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:
TRADITIONAL APPROACHES

ON-THE JOB METHODS

OFF-THE JOB METHODS

Job Instruction Training

Role Playing

Coaching

Lecture Method

Mentoring

Job Rotation

Conference/Discussion
Approach

Committee
Assignments

Programmed Instruction

E-learning

Apprenticeship Training

MDPs : METHODS OF DEVELOPMENT

FOR MANAGERS

In-basket

Business games

Case study

Special Projects

Committee
Assignments

Role play

Sensitivity training

Job rotation

On-the-job experience

Multiple management

Coaching

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 workculture 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 DEVELOPMENT
ORIENTATION:-

Familiarizing the
employee with culture, language
and other unique aspects of the
assignment.
Two types of Orientation:a.Pre-arrival Orientation: Cultural briefing
Assignment briefing
Shipping requirements

METHODS OF INTERNATIONAL TRAINING

AND 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 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 methods
Sensitivity Training:- Experiential exercises teach
awareness of the impact of ones actions on others
Field Experience:- Firsthand exposure to ethnic
subcultures in ones own country or to foreign cultures
Business Basics:- Negotiating cross-culturally,
working with various types of clients, making
presentations etc.

Dedicated,
Determined,
Motivated and
Established set of
Employees

SUMMING UP ALL
FACTORS RESULTS TO

FIG:- ESSENTIAL FACTORS FOR TRAINING AND DEVELOPMENT WITH RESPECT

TO I-HRM