This is a slide deck from a post-graduate course in International Human Resources Management on Training and Development of International Staff. You will find info on * how adults learn * get a range of ideas on learning from experience - learning from other people - from formal education - learning in and outside the workplace. You will get basic info on rules of an action learning session. You will understand who is responsible for employee learning in an organisation. You will get a bunch of ideas how you can take care about your development as HR. And you will get a step closer towards the skill of diagnosing development needs in an organisation. Have fun! Happy to talk to you about various ways to help your people learn :-)

1. Training and Development
of International Staff
Monika Chutnik
ETTA Global Leadership Consulting
Wrocław University of Economics, Feb 2018

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Hi! How are you? ☺
• What was the moment when you made an
important learning in your life?
• What was the training when you made an
important learning in your life?

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Let’s check!
1. Adults learn the most from:
a. experience
b. trainings and education classes
c. other people
2. Some of the ways to learn through experience are
a. Community activities, On-the-job experience, Solving problems
b. Discussion, informal feedback, mentoring
c. Webinars, online resources, and trainings.
3. Who is responsible for employee learning in an organization?
4. If we want to develop as HR, we...

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After this session, you will
• know how adults learn
• get a range of learning methods
– from experience
– from other people
– from formal education
– in the workplace
– and outside
• have practiced an action learning session
• understand who is responsible for employee learning in an
organisation
• get a bunch of ideas how you can take care about your
development as HR
• understand what to look at when you pick a training offer
• get a step closer towards the skill of diagnosing development needs
in an organisation

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Content for today!
• How adults learn: 70-20-10
• Diagnostic tools
• L&D owners
• Diagnosing development needs

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We know what we do.
ETTA. Leadership & Culture.
 Leadership development in
international setting
 #1 in Poland in cross-cultural and
international cooperation
 Diversity management and people
development strategies
POLAND. Czech Republic. Hungary.
Germany. Austria. Switzerland.
Russia. Malta. | Spain. Italy. Romania.

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ETTA trainer network

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LEARNING

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How adults learn
Training Learning & Development

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You can lead a horse to water
…but you cannot make it drink

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You can lead a horse to water
…but you cannot make it drink
Source: http://77english.com 161209

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Source: http://77english.com - 161209

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Source: https://scontent.cdninstagram.com - 161209

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How adults learn
Training Learning & Development

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• Make a list of all 70-20-10 methods you could
apply at work and outside work

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70: EXPERIENCE
Learning

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Learning methods: 70
• Community activities
• On-the-job experience
• Solving problems
• Special assignments
• Project reviews
• New work within role
• Increased span of control
• Exposure to other departments and roles
• Stretch assignments

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After two weeks we tend to remember…
Graphics: http://www.danielwillingham.com – 161210
from: Edgar Dale: Audio Visual Methods in Teaching

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Learning methods: 70
• advantages and disadvantages
• application areas
• basic requirements

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Learning methods: 70
• How to successfully implement Job rotation
program in your organisation?

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20: PEOPLE
Learning

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My dear colleague
• In the course of the study until now,
who of your peers in the group have you
managed to learn the most from?

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Learning methods: 20
• Mentoring
• Coaching
• Informal feedback
• Networks
• Open space
• Teamwork
• Action learning
• Peer coaching
• Professional associations

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Learning methods: 20
• advantages and disadvantages
• application areas
• basic requirements

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Action learning session
Goals
• Solve problems
• Meet objectives
Aspects
1. Problem
2. Group
3. Asking questions and
Reflection
4. Action
5. Learning
6. AL Coach
Rules
• Only questions
• Coach can always stop the
group to enhance learning

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DIAGNOSTIC TOOLS

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Personality and talent
Integrated Leadership Model ILM72

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Intercultural effectiveness

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Leading a multicultural virtual team
Diagnosing team status
• Virtual Performance Assessement
for your virtual multicultural teams

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10: EDUCATION
Learning

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Key roles in the learning process

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Key roles in the learning process

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Key roles in the learning process

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http://image.slidesharecdn.com/70-20-10040811-110804155809-phpapp02/95/the-702010-framework-26-638.jpg?cb=1409278297

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Cross-cultural trainings
a) Intercultural sensitivity trainings
b) Culture-specific trainings
c) Relocation trainings

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HOW DO I PICK A TRAINING OFFER?
HR perspective

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How do I pick a training offer?

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How do I pick a training offer?
• Check WHO (business)
• Check WHAT (content)
• Check HOW (methods)
• Check WHAT PERSON (trainer)
• Meet by phone or f2f.

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LEARNING & DEVELOPMENT IN A
ORGANISATION
Whose responsibility is it to learn?

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• What are the different roles contributing to
Learning & Development?
(name all possible positions)
• What factors influence L&D
in an organisation?

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Where can HR learn & develop?

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DIAGNOSING
DEVELOPMENT NEEDS
Case studies

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DIAGNOSING
DEVELOPMENT NEEDS
Case studies

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Language course

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Language course
• An HR Manager was approached by the new CEO.
He requested to look for an English language course
for members of the senior staff / level of directors.
– What questions do you ask?
– What do you check?
– What is the best solution you would propose?
• The previous CEO was also a foreigner. He never
complained about anyone’s fluency of English.
• The new CEO comes from the Netherlands. This is a
production site.

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Direct and indirect communication

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High Context
Low Context
Mexico
The Middle East
Philippines
Brazil
India
Singapore
Greece
France
Austria
Scandinavia
Israel
Swiss Germans
Japan, Indonesia
Africa (all)
China
Malaysia
Spain
Italy
Costa Rica
England
Australia
USA
Germany
The Netherlands

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Power distance

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Low power distance is…
Open and easy
contact with the
boss
Working together
on a task
Possibility to air
opinions and
counterarguments

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High power distance is
High position in
hierarchy
= power and
status
Boss giving
orders
Offocial promotions
are highly valued

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Power Distance Index (G. Hofstede)
LOW POWER DISTANCE
HIGH POWER DISTANCE
Malaysia
China
France
Poland
Belgium
Portugal
Czech
Spain
USA
Netherlands
Germany
UK
Norway
Sweden
Denmark
Austria

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Solution?

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Solution?
• Cross-cultural teambuilding workshop / Polish
and Dutch culture
• Aligning leadership styles
• Intercultural coaching / support for the CEO
• Polish language lessons for the CEO
• Cross-cultural facilitator in strategic meetings

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Improving public image

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Improving public image
• All top management of a heavy industry company has recently changed to
foreigners, most of them coming from India. Soon later, the HR Director
was requested to look for a Public Relations company. It seems that the
perception of the company has deteriorated and so the goal would be to
improve the way the company is perceived, among its stakeholders –
externally, and employees – internally. The HR Director’s responsibilities
cover also Communications and Employer Branding so she has good
orientation among the PR providers.
– What questions do you ask?
– What do you check?
– What is the best solution you would propose?
• Lunches are a good and common opportunity to establish relationships
with members of the government. Across the industry, networking takes
place in evening feasts where alcohol is consumed.
• The VP’s assistant is left-handed.

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…culture specific

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Solution?
• Building positive image in Polish business culture:
culture specific training for international top
management
• Individual diagnosis of intercultural effectiveness
for all C-levels
• Intercultural advisory or coaching individually,
for selected VPs
• Cross-cultural teambuilding sessions for all
members of management staff interacting with
the VPs and CEO

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DIAGNOSING
DEVELOPMENT NEEDS
Questions

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Sample questions that help to know
• What is the reason you ask for it? Why is it important?
• What has been done before? What happened so far?
What have you done so far?
• What specific change do you expect as the end result?
• Who else might be involved? Who else might help
you?
• Who, what, when, where, why, in what way, by what
means…?

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Grow with our best support!

71. Thank you!
Monika Chutnik
monika.chutnik@ettaconsult.eu
+48 888 099 551
ETTA Global Leadership Consulting
www.ettaconsult.eu
www.facebook.com/ettaGlobalLeadership

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