Present your perceptions on the "standardized approach to International Training and Development (T&D) presented in Chapter 10. How does this contrast with other approaches?
Be sure to cite your sources in APA style. Minimum 500words.
Standardized Approach to International T& D
Even though there are many cultural reasons to localize training, MNEs must also think about how to integrate their T& D activities, not only to achieve economies of scale and scope, but to ensure that the same T& D is available for all of their worldwide employees on a timely basis. In a globally integrated enterprise there will always be a need to develop T& D interventions around common processes, practices, and organizational principles. This is especially the case in non-technical training (e.g., around management and
leadership development issues). With the advance of communication and IT technologies, barriers to information and knowledge being readily accessible to everyone have been quasi-eliminated. MNEs are now taking advantage of the development opportunities provided through IT by making training programs on virtually every conceivable topic available through company-sponsored websites or from global online sites. MNEs are developing learning portals and making technical information and a wide array of T& D courses available to their employees online and accessible through personal computers, laptops, personal digital assistants (PDAs), and downloadable to handheld devices, such as cell phones and iPads. The once very expensive development of computer-based training (CBT) is being democratized and put at the fingertips of everyone through e-learning tools. Problems with e-learning, however, remain and should not be overlooked. Although e-learning may be an efficient and
cost-effective means of delivering training, there may still be implementation and cultural acceptance issues. These may include issues such as the following: is the training standardized (reflecting parent-country management and regulations only) or is it localized to reflect local management practices and laws? Does everyone have access to the technology and is everyone familiar with its use? How acceptable is the type of training being offered and the form of communication in which it is delivered in different cultures? Have all or most of the online courses been developed only in the country of headquarters or only in Western, developed countries? Are there courses available in local languages and covering topics of importance to local subsidiaries? Even though there may be good reasons to pursue standardization of T& D programs, some localization is likely to always be necessary and desirable.
Briscoe, Dennis; Schuler, Randall; Tarique,
Ibraiz. International Human Resource Management: Policies and Practices for Multinational Enterprises (Global HRM) (Kindle Locations 6296-6300). Taylor and Francis. Kindle Edition.
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