managing international hr activity- training and development &

7/30/2019 Managing International HR Activity- Training and Development &

1/11

MANAGINGINTERNATIONAL HR ACTIVITY-TRAININGAND DEVELOPMENT &

PERFORMANCEMANAGEMENT

Submitted by, Submitted to,

Akhil ravi Mr.R.R.Srivastava


2/11

INTERNATIONAL HR TRAININGAND

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 includecultural awareness training, preliminary visit role

play etc.


3/11

INTERNATIONALTRAININGANDDEVELOPMENT


4/11

EXPATRIATETRAINING

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 forculturally 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


5/11

COMPONENTSOFPREDEPARTURETRAINING

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.


6/11


PROGRAMS

Preliminary Visits

Expatriates are sent to visit their host country beforebeing sent there on an assignment

The purpose of a preliminary visit is help expatriates to

assess their suitability for, and their interest in theassignment, introduce them to the business context,and to make better pre-departure preparations

Research indicates that many organizations make useof the tool of preliminary visits for expatriates, or wouldconsider its use

Generally, preliminary visits are not offered toexpatriates if the expatriates are already familiar withthe country, or if the country is considered culturallyclosed


7/11


PROGRAMS

Language Training

Language training is an important aspect of any pre departure

training program

Knowledge of the host countrys language offers severalbenefits:

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.


8/11

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 theexpatriate community.

Language skill-building is often omitted from pre-

departure training programs because of the time factor

and the difficulty of monitoring employees language

skills.


9/11

PROCESSOFTRAINING

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


10/11

INTERNATIONALPERFORMANCEMANAGEMENT

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.


11/11

THANKYOU

managing international hr activity- training and development &

Documents