Basic Concept of Training and Development Needs of training and Development Cultural Influence on training and Development Effects of cultural influences

1. Cultural influence
on training and
development
Prepared and Presented by:
Mohammad Rahmatullah
ID: 182006031

2. Area
Covered
 Basic Concept of Training and
Development
 Needs of training and Development
 Cultural Influence on training and
Development
 Effects of cultural influences

3. Basic Concept
of Training
and
Development
 Training and Development is one of the main
functions of HR
 work environment requires employees to be
skilled in performing complex tasks
 Training and Development is a subsystem of an
organization
 Training is viewed as immediate changes via
organized instruction
 Development refers to the overall holistic and
educational growth and maturity
 training and development programs help to
retain the right people and grow profits

4. Needs of
training and
Development
 Improved employee performance
 Improved employee satisfaction and morale
 Addressing weaknesses and keeping consistency
 Increased productivity and adherence to quality
standards
 Increased innovation in new strategies and
productivity of organization
 Reduced employee turnover
 Enhances company reputation and profile

5. Cultural
Influence on
training and
Development
 Culture has been described as one of the most powerful
and stable forces operating in organizations
 shared beliefs, values, and assumptions that are reflected
in attitudes and behavior
 Has influences on use of technology, employee retention,
improvement initiatives, discipline, and knowledge
management
 Several authors provided evidence of how it influences at
national level
 For instance, UK training was less regulated and greater
emphasis of organizational learning.

6. Effects of
cultural
influences
 Has an impact in investment of organizational
training and that is greater than formalized HRM
strategy
 Framework linking national level values to key
practices
 some evidence say an organization tends to
invest more in training for three hypothesis
factors
 It is to be also believed that though the parent
MNCs focused into own norm, the MNC
subsidiaries run with local cultural

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