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L&D Adekoya,Dardaillon,Salo,Vermeulen

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L&D Adekoya,Dardaillon,Salo,Vermeulen

  1. 1. Cross-Cultural Awareness Training in Mexico RANS Ltd
  2. 3. The problem <ul><li>Is this common to your company? </li></ul><ul><li>Does negotiation never go right? </li></ul><ul><li>We have the solution… </li></ul>
  3. 4. RANS Ltd <ul><li>Founded in 1999 </li></ul><ul><li>Elite reputation </li></ul><ul><li>The trainers </li></ul><ul><li>Customers: </li></ul>
  4. 5. Presentation structure <ul><li>External issues </li></ul><ul><li>Training needs analysis </li></ul><ul><li>Culture and learning </li></ul><ul><li>The training </li></ul><ul><li>Evaluation </li></ul><ul><li>Summary </li></ul>
  5. 6. External issues <ul><li>Globalisation </li></ul><ul><li>A skilled and adaptable workforce </li></ul><ul><li>Projects instead of unchanging jobs </li></ul><ul><li>Low unemployment rates </li></ul><ul><ul><ul><ul><ul><li>Adopt RBV model and be an innovative learning organisation </li></ul></ul></ul></ul></ul><ul><li>(Marchington and Wilkinson, 2005; Simmonds, 2002)) </li></ul>
  6. 7. Training needs analysis <ul><li>Managers brought home prematurely </li></ul><ul><li>High staff turnover </li></ul><ul><li>Poor morale </li></ul><ul><li>Negative publicity </li></ul><ul><li>Initial profit targets not met </li></ul><ul><ul><li>There is an obvious lack of cultural awareness causing these problems </li></ul></ul><ul><li>(Mullins, 2007; Black et al. ,1999; Hodgets et al, 2006) </li></ul>
  7. 8. Culture can be learnt <ul><li>“ The only requirement for being cultured is to be human. Thus, all people have culture” </li></ul><ul><li>“ All people acquire their culture through the same process: learning” </li></ul><ul><li>(Ferraro, 2002; Tayeb, 2003) </li></ul>
  8. 9. Successful learning <ul><li>“ No effective organisation or employee development can take place unless it is first established how people learn.” </li></ul><ul><li>A learning culture requires </li></ul><ul><ul><ul><ul><li>- Capability </li></ul></ul></ul></ul><ul><ul><ul><ul><li>- Willingness </li></ul></ul></ul></ul><ul><ul><ul><ul><li>- Commitment </li></ul></ul></ul></ul><ul><ul><ul><ul><li>- Reward </li></ul></ul></ul></ul><ul><ul><ul><ul><li>- Kolb’s learning theory </li></ul></ul></ul></ul><ul><ul><ul><ul><li>- Honey and Mumford’s learning styles </li></ul></ul></ul></ul>(Mullins, 2007; Pettinger, 2002; Gibb,2002 ; Pedlar et al, 1997; CIPD, 2005 cited in Bratton and Gold 2007 )
  9. 10. Aim To prepare your English speaking managers to deal with cross-cultural issues involved in working in Mexico
  10. 11. Objectives <ul><li>To understand the local values and beliefs </li></ul><ul><li>To be able to negotiate effectively </li></ul><ul><li>To conduct successful meetings </li></ul><ul><li>To present to locals in a business manner </li></ul><ul><li>To be able to build successful relationships </li></ul><ul><ul><ul><ul><ul><li>Work effectively in a culturally diverse environment </li></ul></ul></ul></ul></ul>
  11. 12. Practical issues <ul><li>Video and initial training </li></ul><ul><li>Create action learning sets </li></ul><ul><li>First three months participants meet every 2 weeks </li></ul><ul><ul><li> Culture shock at its greatest point </li></ul></ul><ul><li>Next three months participants meet once a month </li></ul><ul><li>Trainer support </li></ul><ul><li>Video £1,200 </li></ul><ul><li>Workshop £450 per participant </li></ul><ul><li>Monthly support payment £100 per participant </li></ul><ul><li>(Adler, 1992; Revans, 1972 cited Pedlar et al 1991; Simmonds, 2003) </li></ul>
  12. 13. The training video <ul><li>A cultural awareness video </li></ul><ul><ul><li>Worksheets and case studies </li></ul></ul><ul><li>(Pettinger, 2002) </li></ul>
  13. 15. Additional learning <ul><li>Action learning sets at headquarters </li></ul><ul><li>Facilitate support network in Mexico </li></ul><ul><li>(Mullins, 2007, Mumford, 1997, Reid,1997 ) </li></ul>
  14. 17. Evaluating the training <ul><li>Before </li></ul><ul><ul><li>Establish the training needs of the manager and compare to the organisation’s training goals </li></ul></ul><ul><li>During </li></ul><ul><li> - Training event outcomes </li></ul><ul><li> - 360 degree feedback in Mexico </li></ul><ul><li>After </li></ul><ul><li>- 360 degree feedback and Return On Investment </li></ul><ul><ul><ul><ul><li>Please visit our website for previous training feedback: </li></ul></ul></ul></ul><ul><li>http://ransltd.blogspot.com/ </li></ul><ul><li>( Raab et al., 1991 cited in Ashim, 2001; Morris 1984 ) </li></ul>
  15. 18. Why our training package ? <ul><li>The video </li></ul><ul><ul><li>- Cost-effective </li></ul></ul><ul><ul><li>- Consistent </li></ul></ul><ul><ul><li>- Learning is independent and controlled by managers </li></ul></ul><ul><ul><li>- Easy to distribute or accessed globally </li></ul></ul><ul><ul><ul><ul><ul><li>The action learning sets deepen </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>the knowledge </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>(Learning on Call, 2008) </li></ul></ul></ul></ul></ul>
  16. 19. The business case <ul><li>High cost of expatriation </li></ul><ul><li>Inadequate training can hinder performance </li></ul><ul><li>A knock-on effect on attitudes to training </li></ul><ul><li>Managers to function effectively </li></ul><ul><li>A profitable and reputable learning organisation </li></ul><ul><li>(Pettinger, 2002 Sims, 2006 Bratton and Gold, 2007) </li></ul>
  17. 20. Summary <ul><li>Culturally aware managers </li></ul><ul><li>Effective use of technology and modern training techniques </li></ul><ul><li>Cost effective, professional and up to date </li></ul><ul><li>Powerful tool to achieve a knowledgeable workforce </li></ul><ul><ul><ul><ul><ul><li> Improved business performance </li></ul></ul></ul></ul></ul>
  18. 21. Thank You For listening <ul><li>RANS Ltd UK </li></ul><ul><li>Cranborne House </li></ul><ul><li>St Paul’s Place </li></ul><ul><li>BH8 8HF Bournemouth </li></ul><ul><li>Tel: [44] 01202 211001 </li></ul><ul><li>Fax: [44] 01202 211004 </li></ul>RANS Ltd Mexico Campos Eliseos 339 Col. Polanco 11560 Mexico Tel: [52] (55) 91 71 97 00 Fax: [52] (55) 91 71 97 03 Website: http://ransltd.blogspot.com/ Click
  19. 22. References <ul><li>Black, J,S., Gregersen, H,B., Mendenhall, M,E., Stroh, L,K. (1999) ’Globalizing People through International Assignments’ Addisson-Wesley: Harlow. </li></ul><ul><li>Burgoyne J and Reynolds M (1997) Management Learning- Integrating Perspectives in Theory and Practice. London:Sage. </li></ul><ul><li>Bratton, J. and Gold, J., 2007. Human Resource Management – Theory and Practice. 4 th ed. Hampshire: Palgrave Macmillan. </li></ul><ul><li>Carneiro A (2005) How technologies support winning strategies and productivity. Handbook of Business Strategy . Emerald Publishing Group Limited. </li></ul><ul><li>Ferraro G P (2002) The Cultural Dimension of International Business. 4 th Ed. Prentice Hall. </li></ul><ul><li>Gibb,(2002) Human Resource Development: Process, Practices and Perspectives . 2 nd Ed. Palgrave, Macmillan. </li></ul><ul><li>Hodgetts, R., Luthans, F., Doh, J. (2006) ‘ International Management: Culture, Strategy, and Behaviour ’ 6 th Ed, Mc Graw Hill: Singapore. </li></ul><ul><li>Jones, S (1992) How Interactive Video can help Training Logistics . Education and Training MCB UP Ltd </li></ul><ul><li>Learning on Call 2008. Available from: http://www.learningoncall.com/WhyStreamedLearning.do [Accessed 16 May 2008] </li></ul><ul><li>Long, L.K. and Smith, R.D. (2004), ‘ The role of web-based distance learning in HR development ’,Journal of Management Development, Vol. 23 No. 3, pp. 270-84. </li></ul><ul><li>Marchington M and Wilkinson A, (2005). Human Resource Management at Work . CIPD London </li></ul><ul><li>Morris (1984) The Evaluation of Training . Emerald Backfiles 2007. </li></ul>
  20. 23. <ul><li>Mullins L J (2007), Management and Organisational Behaviour. Prentice Hall </li></ul><ul><li>Mumford A (1997) Action Learning at Work . Aldershot. </li></ul><ul><li>Pedlar, M., Burgoyne, J. and Boydell, T. (1997). The learning company: a strategy for sustainable development . 2 nd ed. McGraw-Hill: London. </li></ul><ul><li>Pettinger R, (2002) Management Development: Mastering Employee Development . Palgrave, London. </li></ul><ul><li>Simmonds D, (2002) Designing and Delivering Training . CIPD London </li></ul><ul><li>Sims, (2006) Human Resource Development: Today and Tomorrow . Information Age Publishing. </li></ul><ul><li>Tayeb, M,H. (2003) ‘ International Management: Theories and Practices ’ Prentice Hall: Essex. </li></ul>

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