Employee training and development 5th chapter 10

Training Issues Resulting From the External Environment  Cross-cultural preparation - involves educating employees expatriates and their families who are to be sent to a foreign count

Chapter 10 Special Issues in Training and Employee

Development

Table 10.1 - Situations That may Result in Legal Action

Training Issues Resulting From

the External Environment

 Cross-cultural preparation - involves

educating employees (expatriates) and their families who are to be sent to a

foreign country.

other than their country of origin

Table 10.2 - Types of Employees

in Global Companies

Training Issues Resulting From

the External Environment (cont.)

 G Hofstede identified five dimensions of national culture:

Training Issues Resulting From

the External Environment (cont.)

 To be successful in overseas

assignments, expatriates need to be:

in the host country

stable, outgoing and agreeable, and sensitive

to cultural differences

Training Issues Resulting From

the External Environment (cont.)

 To be successful in overseas

assignments, expatriates need to be:

challenge of working in other countries, and willing to learn about the host country’s

culture, language, and customs

Training Issues Resulting From

the External Environment (cont.)

 Key to successful foreign assignment is a combination of training and career

management for employees and their

Training Issues Resulting From

the External Environment (cont.)

 Pre-departure phase

and an orientation in the new country’s

culture and customs; the family should be

included in the orientation

information about the various facilities in the area where they will live

how the foreign assignment fits into their

career plans and what type of position they can expect upon return

Figure 10.2 - Relationship Between

Training Methods and Training Rigor

Training Issues Resulting From

the External Environment (cont.)

 On-site phase

host country and its customs and cultures

through formal programs or through a

mentoring relationship

with a mentor from the host country who

helps them understand the new, unfamiliar work environment and community

Training Issues Resulting From

the External Environment (cont.)

 Repatriation phase

company and country from the foreign

assignment

experience high levels of stress and anxiety when they return because of the changes that have occurred since their departure

because the assignment they are given upon return has less responsibility, challenges, and

Training Issues Resulting From

the External Environment (cont.)

 Virtual expatriates - an operation

abroad are assigned to manage without being located permanently in that

country.

keeping in close touch with the home office

problems because of the lack of a strong

personal relationship with local employees

Table 10.4 - Implications of Cultural Dimensions for Training Design

Training Issues Resulting From

the External Environment (cont.)

 Managing work force diversity

 To eliminate values, stereotypes, and managerial practices that inhibit employees’ personal

Training Issues Resulting From

the External Environment (cont.)

 Managing work force diversity

environment that allows all employees to

contribute to organizational goals and

experience personal growth

 This includes access to jobs and fair and positive treatment of all employees.

Table 10.5 - How Managing Diversity can Provide a Competitive Advantage

Figure 10.3 - Cycle Of Disillusionment That Results From Managing Diversity Through Adherence to

Legislation

Training Issues Resulting From

the External Environment (cont.)

 To successfully manage a diverse work force, companies need to ensure that:

stereotypes influence their behavior toward people of different gender, ethnicity, race, or religion

differences among themselves

group members improve

Training Issues Resulting From

the External Environment (cont.)

 Attitude awareness and change programs

differences in cultural and ethnic

backgrounds, physical characteristics, and

personal characteristics that influence

behavior toward others

awareness of stereotypes and beliefs,

employees will be able to avoid negative

stereotypes when interacting with employees

Training Issues Resulting From

the External Environment (cont.)

 Behavior-based programs

and individual behaviors that inhibit

employees’ personal growth and productivity

Cultural immersion - sending employees directly

into communities where they have to interact with persons from different cultures, races, and/or

nationalities.

Table 10.6 - Characteristics Associated with

Diversity Programs’ Long-Term Success

Table 10.7 - Key Components of

Effective Managing Diversity Programs

Table 10.7 - Key Components of

Effective Managing Diversity Programs

Training Issues Resulting From

the External Environment (cont.)

 School-to-work transition programs -

combine classroom experiences with

work experiences to prepare high school students for employment.

 SchooltoWork Opportunities Act

-designed to assist the states in building school-to-work systems that prepare

students for high-skill, high-wage jobs or future education.

Training Issues Resulting From

the External Environment (cont.)

 Training’s role in welfare-to-work and

other public-private sector programs

to a company-sponsored training program

subsidized with money and tax credits from the government

skills training directly to welfare recipients

Training Issues Resulting From

the External Environment (cont.)

 The Workforce Investment Act of 1998

created a comprehensive work force

investment system.

 The Occupational Information Network

(O*NET) is a unique, comprehensive

database and directory of occupational

titles, worker competencies, and job

requirements and resources.

Training Issues Related to Internal Needs of the Company

 Lifelong Learning Account - an

account for adult education into which

both the employee and the company

contribute and the employee keeps, even

if he or she leaves the company.

 Breaking the glass ceiling, a barrier to

advancement to the higher levels of the organization.

Table 10.8 - Recommendations

for Melting the Glass Ceiling

Training Issues Related to Internal Needs of the Company (cont.)

 Joint union-management programs

provide a wide range of services designed

to help employees learn skills that are

directly related to their job and also

develop skills that are “portable” that is, valuable to employers in other companies

or industries.

Training Issues Related to Internal Needs of the Company (cont.)

 Succession planning

future leadership of the company

employees by providing them with

development opportunities to attain

upper-level management as a career goal

Table 10.9 - The Succession

Planning Process

Training Issues Related to Internal Needs of the Company (cont.)

 Developing managers with dysfunctional behaviors

counseling is used to help managers change dysfunctional behavior

(ICE) program is one such program designed specifically to help managers with

dysfunctional behavior

Training Issues Related to Internal Needs of the Company (cont.)

 Training and pay systems

based primarily on the knowledge and skills they possess rather than the knowledge or

skills necessary to successfully perform their current job

 Often used to facilitate cross-training.

 Contributes to better use of employees’ skills and ideas.

 Managers and/or peers usually serve as trainers.

 Require periodic evaluation of employees’ skills and