TRAINING AND

DEVELOPMENT
OF
INTERNATIONAL
STAFF
PRESENTED BY,
• GAURI GOTHANKAR
• RENUKA BHADORIA
• SONAL GUJARKAR
 Define…

 Training is teaching, or developing in

oneself or others, any skills and knowledge
or fitness that relate to specific useful
competencies. Training has specific goals
of improving one's capability, capacity,
productivity and performance. It forms the
core of apprenticeships and provides the
backbone of content at institutes of
technology.
 Development : It is the act or process of
growing or causing something to grow or
become larger or more advanced
Practical Training:
 TYPES OF TRAINING FOR GLOBAL WORKERS
• Documentary Training: Documentary training is textbook and classroom learning,videos, movies, experiences,
which focuses on looking at differences between cultures.

•
• Cross Cultural Training: * Any planned intervention designed to increase the knowledge
and skills of expatraites to live and work effectively.
• * Employees role play various situations and practice
responding in culturally sensitive ways.
Types of Training:

1. Information or Fact oriented training.

2. Attribution Training

3. Cognitive-behavior Training

4. Experimental Training

5. Rigorous Training
• Language Training:Language training involves teaching the expatriate the native
language and the business language of the host country.

• Practical Training: Practical is basically to help expatriate and their family to make them feel like home in host county. The sooner they get settled
in the host county the better it is for them to adapt to that environment. One of the important factor for expatriate is to have good group of friends, as
they belong to different country and cultural values. As their community also helpful source of information .
 IMPORTANCE OF INTERNATIONAL TRAINING AND
DEVELOPMENT
 Aims to improve an employee’s current work skills & behavior.
 Understand cultural differences.
 Develop an ability to work with host country nationals.
 Providing emotional security about the change.
 Integrate international operations.
 Develop a cross-national corporate culture.
 To maintain communication.
 .
 The term can include 3 types of employees:

 Parent country nationals: those employees who are

recruited from the country in which the organisation’s
headquarters are based, yet are sent to another country by Host-country language skills and adjustment
the organisation. • Sociocultural adjustment relates to the ability to “fit in” or
effectively interact with members of the host culture.
• Notion of adjustment is based on cultural learning theory
and highlights social behaviour and practical social skills
 Host country nationals: those employees who are recruited underlying attitudinal factors.
• Paraphrasing the classical claim by Edward Hall that
from the ‘host’ country into which the organisation has “culture is communication” the reverse is also true:
expanded. “communication is culture.”
• Communicative ability permits cultural development
through interaction with other individuals.
• Language becomes the means that promotes the
 Third country nationals: those employees who’s development of culture. Language skills are very important
nationality originates neither in the parent country in which for MNEs where English is not the first language: otherwise,
there would be many translation issues.
the headquarters are based, nor the host country in which • The ability to speak a foreign language can improve the
the organisation has expanded into. expatriate’s effectiveness and negotiating ability. It’s a real
advantage.
BENEFITS OF INTERNATIONAL TRAINING
AND DEVELOPMENT
• Increases chances of success in assignment.

• Builds sense of confidence in empleyees.

• Reduces cultural shock due to frequent travels abroad.

• Foreign employees can be managed better.

• Provides a comprehensive global perspective for managers.

 DISADVANTAGES OF
INTERNATIONAL T&D
• The company involves the cost of the training.

• The employee needs to put out-of-time to undergo the training.

• Training and development have come to be a part of many companies' annual budget,
even if it is only the basics, because they think it is beneficial and will help them to
achieve more. But often this is not the case and this leaves companies in a position
where they are at risk of losing out on millions of pounds of investment.

• The biggest disadvantage is that many staff feel that they do not need to attend the
training as much as they need to. This is a common problem within many companies
and it is something that can cause quite a lot of friction within your workplace.
• There are also a number of disadvantages of training and development that relate to
the time that it takes to do it. Many companies try to get staff to focus on one skill or
one particular area and then move onto the next. This can mean that staff become
bored with the training.
 Examples:
 Paychex
 What the company does: Paychex is a leading provider of integrated human capital management solutions for payroll,
HR, retirement and insurance services.
 Locations hiring: Rochester, New York; Greensboro, North Carolina; Phoenix; Nashville; Oklahoma City; Denver;
Indianapolis; Hartford, Connecticut; Middletown, Ohio; Miami; and St. Petersburg, Florida.
 Number of employees: 13,000
 Programs offered: Customized new-hire training programs for sales and service employees. The new-hire
programs are a combination of virtual learning at an employee’s home base, language training, cross-cultural
training and instructor-led learning at a state-of-the-art training facility in Rochester, New York.
 Why the company offers this perk: “Our commitment to employee learning and development has been a strong
contributor to company success for over two decades,” says Lisa Fleming, public relations manager. “This
commitment has also benefited Paychex from a recruitment and retention perspective. Our training programs
consistently get rated as one of the reasons people make the decision to work at Paychex.”
 What kind of employee the company is looking for: “Our most-recruited positions are customer service, call center and
outside sales positions,” says Fleming, “but we also often look for IT, management and HR generalist positions.”
Cont..
 Marriott International Inc.
 What the company does: Marriott International is a leading hotel and lodging company, with more than 4,400
properties in 85 countries and territories.

 Number of employees: There are more than 200,000 employees at Marriott-managed properties, including 102,301
employees in the U.S.

 Programs offered: Marriott International offers a variety of training to employees worldwide using multiple
training delivery methods, including virtual and in-person. The training focuses on developing skills,and
provides professional and career development training. Topic areas include work-life balance, leadership and
management, documentary training, language training, practical training.

 Why the company offers this perk: “Marriott International offers our associates training because we believe in the
well-being and growth of each and every one,” says Arne Sorenson, President and CEO, Marriott International.

 What kind of employee the company is looking for: “When I’m looking to hire, I look for someone with
passion,” says Sorenson. “We can train you to work at the front desk, but we can’t train you to be empathetic or to
smile.”
 Conclusion:
 Training and development companies provide an
outsourced method of imparting skill enhancements
to employees. These companies offer onsite and
visual modules of training in industry-specific
developments and innovations, soft skills, and team-
building exercises. Such companies can even
customize training workshops and programs based
on the needs of the companies.

 They generally coordinate with Human resource

professionals to work out training programs based on
a company’s needs or even individual employee
needs. They work out training solutions and show
ways to implement and track the results.