Question

Compare and contrast training and development in a global context relative to domestic T & D. Discuss the overarching trends in global training and how these evolving approaches may be used effectively to facilitate global training initiatives. Next, focus on training for expatriates. How common is training for expatriates and what should ideally be included in expatriate training? Should training be limited to long-term assignees or should shorter term assignees and international business travelers also be included? Company executives often fail to see the value of training in general and assignee training in particular. Outline some strategies that HR professionals could use to show the return on assignee training to skeptical executives. Finally, many companies see an international assignment as a key aspect of individual, team, and organizational development. Briefly describe how international assignments contribute to development processes in each of these areas. Does an international assignment always lead to a more successful career path? Why or why not?

Answer 1

Training and development in a global context is much complex in relation to domestic. In global training and development , there are people of different nationalities where language can be a barrier. Also the culture, value and belief system of the diverse individuals make it more challenging. Even the working of the human resource is different as they have different experience of their own nation. There is huge gap between the course structure of the degree they have obtained and even the skills and expertise that they have acquired. Training for international level required broader perspective so that employees adapt to the culture of alien country.

Recent trends of global training and how they are effective-

1. Geofencing/ Online Mentorship Programs
The most trending technology used in corporate training where it delivers the information related to training on your device- mobile/laptop. It just needs your location and you will get the information you need to get the job done.

2. Individualized Training/ Personalization
Since individuals are diverse so no single training can fit for all diverse needs of different individuals. This is a more individualized approach to training which allows employees to have more choices in how they approach their own learning and in different culture.

3. Adaptive Content Delivery/ Gamification
It is majorly used in artificially intelligent content delivery where there is need to adjust as per employees’ corporate training requirements. This type of training is also personalized and predicts learner behavior to keep training important, interesting, and fresh.

4. Micro Learning/ Bite-Sized Support Resources
Micro learning equips employees with easily-digested bites of information or instruction i.e the essential information which is simple to understand, that can be immediately applied to a project or task. This saves a lot of time of employers and employees.

5. Improvised Instruction
Rise of improvisation in instructional design has led to this type of training . This uses only those materials that are readily available in a given space to design instruction. This training can go far beyond just teaching skills or facts. Improvisational design also teaches problem solving and teamwork.

Expatriate training is required to fit in the culture of the host country. It is a training which is designed to enhance the knowledge, skills, experience, awareness and adaption to a culture which is new for him/her so that he/she can work effectively in the host country. This is becoming more popular due to migration of employees and globalization of workforce.

Expatriate training should include
-The cultural gap between the two countries involved
- Culture that should be adopted in order to achieve organisation goal
- Proper induction and orientation to familiarize with the changed environment -Host manager and team cultural briefing
-Uniform culture to have advantage over competitors
-Knowledge management process