This document discusses essential training for employees preparing for international assignments. It outlines key topics for cultural and language training including managing culture shock, building relationships, and tips for a successful assignment. It also recommends becoming familiar with the host country's social/business etiquette, history, current affairs, cultural values, geography, religion, and practical matters. Training methods include reviewing host country information, conversations with natives, and temporary assignments. The document also discusses assessing career development advantages, global compensation challenges related to different country norms, and issues to consider like taxes, benefits, localization, medical care and security.
Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals.
Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
They say Culture eats Strategy for breakfast. This is true because the biggest leadership challenge to improving an organisation's internal environment is culture. Without a supportive culture even the most brilliant strategy will not get implemented successfully. Without cultural allignment to changing landscape, at best you will get compliance and with it stress, dysfunctional waste and entropy.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
In this presentation, we will understand the meaning and factors of industrial relations, analyze the three aspects of industrial relations, meaning and functions of trade unions and discuss the influence of trade unios on business and human resource management.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Let’s facilitate exchanges between UX Designers across Europe.
It's a great time to be a UX Designer. The UX field is still young and we need to share our know-how to improve the experience we provide to the world. Let's do it !
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
They say Culture eats Strategy for breakfast. This is true because the biggest leadership challenge to improving an organisation's internal environment is culture. Without a supportive culture even the most brilliant strategy will not get implemented successfully. Without cultural allignment to changing landscape, at best you will get compliance and with it stress, dysfunctional waste and entropy.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
In this presentation, we will understand the meaning and factors of industrial relations, analyze the three aspects of industrial relations, meaning and functions of trade unions and discuss the influence of trade unios on business and human resource management.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Let’s facilitate exchanges between UX Designers across Europe.
It's a great time to be a UX Designer. The UX field is still young and we need to share our know-how to improve the experience we provide to the world. Let's do it !
Indigenous economic development in the European arcticOECDregions
Presentation on indigenous economic development, made at a policy workshop organised with DG Mare of the European Commission on 5 June 2018. Presentation by Chris McDonald, Regional and Rual Policy Division, OECD.
More information: http://www.oecd.org/cfe/regional-policy/indigenous-communities.htm
Dr. Jhansi Rani M R - Module IV A - Expatriate Training & DevelopmentMRJhansiRani
Role of expatriate training, pre-departure training, developing staff through international assignment. Inpatriate, Repatriation Adjustment - Social Factors, Repatriation - Knowledge Transfer, Reasons why MNCs/MNEs should Prefer Global HR Development?
Human resource issues in trans cultural organisationAakash Khandelwal
The document explores various HR issues within an organization (MNC) due to cultural diversity.
Hofstede framework is used and example of Merill Lynch, Bank of America and Google haven been discussed.
Five projects that focused on Janesville, Wisconsin's ethnic diversity, economic diversity, parks/river/downtown, and neighborhoods and collaborative partnerships.
2. Training and Development
Essential training program content to prepare
employees for working internationally:
• Language training
• Cultural training
• Culture shock and how to manage its impact
• Tips and guidelines for a smooth cultural adaptation
• Strategies for effective cultural interactions in the
target country
3. • Information about the social and professional
aspects of life in target country
• Effective communication skills
• How to build relationships in the target country
• Practical tips and guidelines for a successful
international assignment in the target country
• Assessing and tracking career development
• Managing personal and family life
4. Preparing for an International
Assignment
To prepare for an international assignment, one should become acquainted with
the following aspects of the host country:
1. Social and business etiquette
2. History and folklore
3. Current affairs, including relations between the host country and the United
States
4. Cultural values and priorities
5. Geography, especially its major cities
6. Sources of pride and great achievements of the culture
7. Religion and the role of religion in daily life
8. Political structure and current players
9. Practical matters such as currency, transportation, time zones, and hours of
business
10. The language
5. Training Methods
• Reviewing available information about the host
company: internet , books, magazines, youtube
videos .
• Conversations with host country natives.
• Sensitivity training to become familiar with the
customs and overcome prejudices.
• Temporary assignments to encourage shared
learning.
6. Assessing and Tracking Career
Development
Developmental and Career Advantages of an International
Assignment:
– Increases the expatriate’s responsibilities and influence
within the corporation
– Provides a set of unique experiences beneficial to both
the individual and the firm
– Enhances understanding of the global marketplace
– Offers the opportunity to work on a project important to
the organization
7. Global Compensation Challenges
• Different countries have different norms for employee
compensation:
– Financial (money) incentives versus nonfinancial
incentives (prestige, independence, and influence)
– Individual rewards versus collectivist concerns for
internal equity and personal needs
8. • Provide and explicit “add-on” incentive for accepting
an international assignment.
• Compensation country-based or company-based?
– Employment laws
– Double taxation / FICA / Value Added Taxes
– Currency stability
– Benefits and Health Care
• Localization
– Adapting pay and other compensation benefits to match
that of a particular country.
• Other Issues
– Adequacy of medical care
– Personal security
– Compensation policies of competitors
Expatriate Compensation