This document provides an overview of key topics related to cross-cultural diversity training and development and performance management. It discusses the importance of inclusion and managing diversity and unconscious bias. Effective diversity programs require senior level support, training and development, and a performance management process that aligns employee activities with organizational goals. Training methods can include hands-on learning, on-the-job training, apprenticeships, and e-learning. Performance management involves defining outcomes, setting employee goals, providing support and feedback, evaluating performance, and identifying improvements and consequences.

1. (Mt) – BUS 721 BU Management Cross Cultural Diversity Discussion
Unformatted Preview BUS 721 Executive Human Resource Management Belhaven
University Unit 4 Cross Cultural/ Diversity Training and Development Performance
Management 1 Unit Topics Cross Cultural / Diversity Training and Development
Performance Management 2 Biblical Foundation James 2:1-4 My brothers and sisters,
believers in our glorious Lord Jesus Christ must not show favoritism. Suppose a man comes
into your meeting wearing gold rings and fine clothes, and a poor man in filthy old clothes
also comes in. If you show special attention to the man wearing fine clothes and say, “ Here’s
a good seat for you,” but say to the poor man, “You stand there” or “Sit on the floor by my
feet,” have you not discriminated among yourselves and become judges with evil thoughts?
3 Cross Cultural / Diversity Key Points: – Inclusion is creating an environment in which
employees share a sense of belonging, mutual respect, and commitment with others so that
they can perform their best work. Diversity training refers to the learning efforts that are
designed to change employees’ attitudes about diversity and/or develop skills needed to
work with a diverse workforce. Unconscious bias is judgement outside of our consciousness
that affects decisions based on background, culture and personal experience. Managing
diversity and inclusion is the process of creating an environment that allows all employees
to contribute to organizational goals and experience personal growth. – – – 4 Lecture, cont.
The key components of effective diversity management programs are: – Senior Level
Management Support is necessary. One must make a business case for diversity. Include
diversity as part of the business strategy and corporate goals. Participate in diversity
programs, and encourage all manners to attend. Ensure that the composition of the
executive management mirrors the diversity of the workforce. – – – – 5 Training and
Development Training and Development comes in many forms. Hands on method are
training methods that require the trainee to be actively involved in learning. On the job
training is when peers or managers train new or inexperienced employees who learn by
observation, understanding and imitation. Apprenticeship is a work study training method
with on the job training and classroom training. Internship is on the job learning sponsored
by an educational institution, or part of an academic program. E- learning is instruction or
delivery of training by computers. 6 Performance Management 1. 2. 3. 4. 5. 6.
Performance management is best defined as a means in which managers ensure that
employees’ activities and outcomes are congruent with the organization’s goals. The
performance management process is easily broken down into six steps. Defining
performance management outcomes for the company, division and department Develop

2. employee goals, behaviors, and actions to achieve outcomes. Provide support and
performance discussions. Evaluate performance. Identify improvements needed. Identify
consequences for performance results. 7 What’s next? Complete reading assignments
Complete writing assignments Answer discussion questions Complete unit quiz 8
References Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Human Resource
Management (12th ed.). McGraw-Hill Education. 9