1.Chapter 10(International Training and Development Discussion)
The significant challenges facing human resource training and development in ay country include lack of intellectual HRD professionals as a requirement to cope with the need for knowledge workers. It, therefore, hinders learning and development in the workplace internationally. Other significant challenges are insufficient human capital in HRD practice as well as lack of education and technical training to the employees. The factors that enhance the effectiveness and performance of the global virtual teams involve the management of firms to focus more on communication as well as trust and commitment as measures that will impact the team positively(Abdullah, 2009). Strategic insights and practice thinking forms essential practices that work to influence the leading organization’s effectiveness and performance. Global leadership development call for collaboration and influence as an aspect that helps develop a global leader. The practice of global leadership development involves the use of skills that focus on teaching firm employees suing diverse styles of learning. To promote global leadership, call for the purposeful development of competencies and capabilities in the global leaders. Acquiring and developing a global mindset requires one to ask questions and having a dialogue with leaders and relevant employees. The practice forms an ideal way through which one acquires the global mindset as in the process, and one gets to explore the various environments that exist worldwide, which are multicultural, intercultural, cross-cultural, and may others. The purpose of a cross-cultural preparation in an international management assignment is to develop an awareness of the changes leading to challenges in the task, due to the differences in the culture one would like encounter during the exercise (Dowen, 2019). The preparation plays an essential role in appreciating people from different cultures as well as their ideas. It also helps a manager in the assignment to quickly develop management, policies based on the cultures encountered as a dominant aspect of the job. To overcome the knowledge sharing barriers by MNEs, the leaders need to develop a culture that is unrestricted and building of an environment which supports KS. It also requires job rotations which enables employees work from new work situations and conditions and hence gain experience of the common all-round challenges also develop the solutions by themselves. It fosters knowledge sharing among the employees without barriers.
- International Training and Development Infographic(Chapter 10)
International training and development call for an understanding of the employee training and development by firms and companies. There are three types of training programs namely; in-person training, virtual training and blended learning. T&D forms a process with a series of steps and activities that are dependent on each other and they form a cycle of activities that make ma a training and development process(Roberto, 2014). The figure below shows the sequence of activities that constitute a successful training and development process.
- Chapter 13(End of chapter discussion)
The management of employee health and safety programs around the globe is directly linked to the economy of the globe as well as globalization. The issue of the gap developed between the developed and the underdeveloped countries affect the health and safety measures formulation process for workers around the globe. Similarly, the factors such as untrained migrant employees in the various sectors pose a challenge in the development of comprehensive health measures for them due to the reason of lack good health insurance for them.it therefore make it hard for the health safety policies enacted to completely accommodate them. The impact and application of family friendly and work life balance programs occurs to both employees and the companies they work. Due to the changes in the demographic changes happening of late, there is an increased integration of women in the work places. It means there is an increase in the number of couples that both works outside their homes. The relevance and importance of family friendly programs comes as a result of the increase in work conflict among families. Relatively, companies on this note
are also required to have a proactive approach in implementing work life practices as required by the circumstances and the changes occurring. Therefore, for the reason as explained, it has become necessary for program set into place to address these issues. The major types of health safety and security problems that worker face internationally includes the following;technology,demographics,sustainable development as well as changes in work organization. Out of these challenges, technology and demographics forms the most critical areas that draw attention and concern. There are a lot of changes attributed to the developments in techonology,much of which have resulted to unemployment for most employees at the international level. The advancement in technology have more significantly disrupted the patterns of work-related injuries, diseases and deaths to many employees around the globe. The technology has significantly affected the employment and work security of many employees working internationally(By Cheryl Meyer, 2018). In terms of demographics, there are countries with higher populations of young people compare to the old people entering in workforces. The young people in this regard have a higher prevalence of health issues compared to the old people due to the reasons of experience. The risks attributed to insufficient experience increases the health and safety issues of employees working in such organizations at an international l level. Protecting the employees in the times of international health safety and security risks entails formulation of programs that ensure employees travelling internationally remains safe and out of harm(Ferdous, 2015). Travel risk management strategy therefore forms an ideal approach of ensuring the safety of employees in travel, and while abroad. Such programs should capitalize in keeping an employee well informed about an expected risk while in a foreign country. The programs should also restrict movement to disease affected areas by employees based on research into the areas. Among the barriers impacting a successful implementation human resource programs includes organization internal resistance as well as the conversation cost. It therefore becomes hard for an organization to set programs concerning the
human resource due to the pressure coming from within an organization. Others include lack of information technology support and problems with poor time management.
- Chapter 12(Infographic for International Employee Performance Management