International Training_ Benefits and Development.docx
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1、8International Training: Benefits and Development1 INTRODUCTIONInternational training is one of most crucial activities of international human resource management (IHRM). The benets of effective training are widely acknowledged. In this paper, it will take three parts to illustrate the benefits and
2、development of international training. This paper will firstly mention about the significance of the international training, as a method to discuss its importance. And then, development of the international training will be proposed, also the training methods performed will be presented as well. Fin
3、ally, a further discussion about international training will be put forward, it will mention about its risk in decision making and strategy of companies. In the next part, this paper concludes.2 BENEFITS AND DEVELOPMENT2.1 Significance of the international trainingAs a wide recognized way to improve
4、 the human resources quality, international training works well. Through this way, it can cultivate more and better bilateral exchange company-friendly and useful talent based on international training and inject new vigor and vitality. It is for the company to comprehensively promote international
5、cooperation and exchanges, promote in-depth understanding and friendly exchanges and other companies. (Hofstede, 1994) There are three main benefits shown as follow:l International economic and technical cooperation for the companys servicel Use communication technologies to promote exchanges and co
6、operation of company and foreign industryl Enhanced friendship as a way to expand our internationalIn general, international companies pay more attention to training for cross culture problems. In the selection of overseas managers have three strategies: the appointment of the most suitable candidat
7、e in the entire enterprise as their match positions regardless of their nationality, management, international strategy; employment overseas subsidiary of the country local subsidiary of personnel management, management of local strategies; management positions in subsidiaries around the world are s
8、erved by the home country personnel, management of the home country strategy. This article focuses on the management of the home country the focus of the strategy of their respective training. Such training not only makes expatriate managers from the home country to obtain the knowledge and experien
9、ce of international management, mainly for Cultural Sensitivity Training. Cultural sensitivity is a key element of cross-cultural management capabilities, the purpose of this training is so that the parent companys management staff to understand they will assume office in the countrys culture.2.2 De
10、velopment of the international trainingAs a training department in charge, Human Resources Department has begun to power more decentralized to departments and individual employees. On one hand, international training the main enterprise full-time trainers, corporate executives, professional and tech
11、nical personnel, and external personnel has been chosen as effective methods to improve quality of employees. (Hall, 2009) Internal training is an integral part of corporate training. With the rapidly changing environment of the times, to speed up the upgrading of knowledge, speed, international tra
12、ining as a provider of human resource development and new skills, new knowledge, the supervisors must walk in front of this ongoing development, with training expertise and analytical skills, organizational skills and teaching ability to master the characteristics of modern training methods. (Schein
13、, 2004) On the other hand, the object of the corporate training business include from the top to the lowest level of all employees. So todays corporate training from independent bear by the Human Resources Department into various participation from outside the enterprise, internal work and coordinat
14、e the implementation of training. (Adler, 2002)Staff training is an important part of the organizations human resources management and development and key functions, an important way for the organizations human resources asset value, the business organization the higher efficiency. (John Wiley, 1998
15、)Staff training is the key to international training and the formation of common values, and enhances the cohesive work. Qualified personnel of an enterprise are generally two kinds: one is by introducing alternative is to rely on their own culture. Therefore, enterprises should continue to staff tr
16、aining to instill the values of the enterprise to the workers, training for good behavior, so that workers can routinely work consciously to form a good and harmonious working atmosphere. (Chazottes, 2001) Through training, it can enhance the identity of the employees of the organization, and enhanc
17、e the cohesion and team spirit among employees and staff, employees and management personnel.The staff training is good way to enhance staff technical ability level, an effective way to reach people with the thing that matches. A major aspect of staff training is job training, including job specific
18、ations, the requirements of the professional knowledge and expertise is considered an important objective of job training. After the induction of post personnel need to continue to progress, improve, participate in a higher level of technological upgrading and promotions, and other aspects of traini
19、ng, so that their expertise, technical capabilities of the job specification layer standards to meet future job needs . Staff training is particularly important; the Practice has proved that it is also an effective way to achieve the desired goal. (Kaeter, 1995)Staff training is an important measure
20、 to motivate employees to work actively and staff training is an important investment in human resources is also an effective way of incentives, such as: organizational performance prominent workers to visit the advanced enterprises in the field, encouraging employees to use their spare time educati
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