What are the main challenges faced in training and development of expatriate managers?
|
IHRM #3What do you think would be some of the challenges faced in training expatriates? Show
Get answer to your question and much more Challenge #1 – Difficulty training the expatriate in adjusting to the new system in the newcountry Get answer to your question and much more This field work study furthers understanding about expatriate management, in particular, the nature of cross-cultural management in Hong Kong involving Anglo-American expatriate and Chinese host national managers, the important features of adjustment for expatriates living and working there, and the type of training which will assist them to adjust and to work successfully in this Asian environment. Qualitative and quantitative data on each issue was gathered during in-depth interviews in Hong Kong, using structured interview schedules, with 39 expatriate and 31 host national managers drawn from a cross-section of functional areas and organizations. Despite the adoption of Western technology and the influence of Western business practices, micro-level management in Hong Kong retains a cultural specificity which is consistent with the norms and values of Chinese culture. There are differences in how expatriates and host nationals define their social roles, and Hong Kong's recent colonial history appears to influence cross-cultural interpersonal interactions. The inability of the spouse and/or family to adapt to Hong Kong is identified as a major reason for expatriate assignments to fail, though the causes have less to do with living away from family and friends, than with Hong Kong's highly urbanized environment and the heavy demands of work. Culture shock is not identified as a major problem, but in Hong Kong micro-level social factors require greater adjustment than macro-level societal factors. The adjustment of expatriate managers is facilitated by a strong orientation towards career development and hard work, possession of technical/professional expertise, and a willingness to engage in a process of continuous 'active learning' with respect to the host national society and culture. A four-part model of manager training suitable for Hong Kong is derived from the study data. It consists of a pre-departure briefing, post-arrival cross-cultural training, language training in basic Cantonese and in how to communicate more effectively in English with non-native speakers, and the assignment of a mentor to newly arrived expatriate managers.
Home | Blog | The Top 10 Challenges of Training and Development of Professionals [& Solutions]
The Top 10 Challenges of Training and Development of Professionals [& Solutions]For over 40 years, CMOE has had the opportunity to talk with thousands of learning and development (L&D) professionals. Through these discussions, we have gained a comprehensive perspective of the training challenges they encounter and have combined this insight with timely data to present the following Top 10 challenges of training and development professionals—with solutions for each. 1. Dealing with Change 1. Dealing with ChangeOrganizational change is common and more challenging than ever. Navigating through changes related to mergers, acquisitions, technology, budgets, and staffing is the top challenge cited by L&D professionals. How to ResolveL&D professionals can work with leaders and others in the business to craft messaging and build development resources that support the “why” behind changes being implemented. This can help them:
2. Developing LeadersMany work environments face leadership-development challenges. It is crucial for organizations to develop leaders at every level—from team leads on the front lines all the way up to the CEO—to support their success and ensure that the business will be successful in the short and long term. How to ResolveBusinesses that invest in leadership development are 2.4 times more likely to meet their performance goals. L&D professionals can proactively support this by:
3. Engaging LearnersL&D professionals must communicate the value of learning and development. Too often, other urgent tasks seem to take priority while learning and development falls by the wayside. It’s a challenge to get learners to attend, actively participate, and follow through on their development assignments, and without clear prioritization or accountability measures in place, this is likely to continue. How to ResolveL&D team members should work with the HR and leadership teams to make learning and development an organizational priority. Ongoing learning should be a core organizational value and something that is both provided for current employees as well as built into the hiring and retention process. This can work through methods such as:
4. Delivering Consistent TrainingWhen a company is global or geographically dispersed, it increases the difficulty of providing consistent training. The most common challenges of training and development include geographic limitations, increased costs, language barriers, translation issues, and virtual training needs. How to ResolveL&D leaders can deliver training and development more consistently by:
5. Tracking Skills ApplicationDemonstrating a training program’s “stickiness” or sustainability is challenging at best. L&D professionals must find an effective way to ensure skills are learned and applied in the real work environment—and that they are implemented over the long term. How to ResolveBuild a skills-application assignment where you and your trainee establish and agree to a work project. This project should provide the team member the opportunity to apply the skills they’ve learned through their L&D training. A timeline should be set with applicable milestones so the trainee is accountable for completing the project. Once the initial project is complete, consider creating another assignment that builds upon those skills so that they stay fresh and relevant as the individual’s skills progress. 6. Instilling Conflict Management SkillsSuccessfully handling conflict can be difficult, even for seasoned professionals, but conflict management is a critical skill that simply cannot be overlooked. 85% of team members experience conflict in the workplace. If left unresolved, conflict can increase turnover, decrease employee morale, and impact the longevity and well-being of a business. How to ResolveL&D leaders should understand and develop training that helps employees explore and apply the five stages of conflict resolution:
7. Demonstrating Value to LeadershipKeeping employee training and development a top priority in an organization is challenging. It is often left to a few stakeholders and key leaders to determine how much learning is to be conducted, who gets the learning, and how much funding is granted for development purposes. Because of this, it is the responsibility of the training-function leader and team to have a long-term direction that will lead the training function into the future. This strategy should outline why the training function exists, who it serves, the value proposition it offers, and how it will create value over the next 2–4 years. How to ResolveWork with your customers/users (department heads, business-unit leaders, and others) to identify the emerging needs, challenges, issues, or pain points they are facing as it relates to the performance of human capital. Identify skill gaps in the talent pool and pinpoint what skills and competencies are needed in the workforce. Gather insights by using surveys, assessments, focus-group interviews, exit interviews, or other observational data. These insights will help you focus on critical practices that add value and improve organizational performance. 8. Quantifying Training EffectivenessMany L&D professionals must demonstrate how training programs are making a quantifiable impact for the organization. By conducting quantitative assessments and linking metrics and measures to learning initiatives, L&D leaders can demonstrate a return on investment. For some organizations that have not established this practice, it can be quite challenging to begin measuring the return on investment in an effective way. How to ResolveThe first step is to see if the organization has existing measures or KPIs in place that can be linked or tied to training initiatives. If not, you will need to prepare a list of possible measurement ideas to get started. While “hard” quantifiable measures are preferred, don’t discount the value of softer measures that may be less directly quantifiable. Examples of hard measures:
Examples of soft measures:
9. Demonstrating Value to LeadershipEnsuring that learning is effective, retained, and used can be one of the most difficult responsibilities of an L&D professional. There are often many topics that need to be covered in a limited amount of time. Likewise, there are numerous topics that may require extra creativity or unique delivery methods so that skill development can occur. How to ResolveL&D professionals should:
10. Adapting Training to a Varied AudienceAs an L&D professional, you must anticipate that your training will be delivered to a diverse, multigenerational workforce. As such, it is essential that you take the needs, learning styles, experiences, worldviews, and preferences of your audience into consideration when designing training modules and development assignments. How to ResolveWhen planning, developing, and delivering learning experiences, engage in at least some of the following activities:
How Is Your Team Strategy? |
