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Dương Khoa Vũ đang tìm kiếm từ khóa What are the main challenges faced in training and development of expatriate managers? được Update vào lúc : 2022-11-09 18:10:09 . Với phương châm chia sẻ Thủ Thuật Hướng dẫn trong nội dung bài viết một cách Chi Tiết 2022. Nếu sau khi tham khảo nội dung bài viết vẫn ko hiểu thì hoàn toàn có thể lại Comments ở cuối bài để Ad lý giải và hướng dẫn lại nha.IHRM #3What do you think would be some of the challenges faced in training expatriates?
Nội dung chính Show- The Top 10 Challenges of Training and Development of Professionals [& Solutions]1. Dealing with ChangeHow to Resolve2. Developing LeadersHow to Resolve3. Engaging LearnersHow to Resolve4. Delivering Consistent TrainingHow to Resolve5. Tracking Skills ApplicationHow to Resolve6. Instilling Conflict Management
SkillsHow to Resolve7. Demonstrating Value to LeadershipHow to Resolve8. Quantifying Training EffectivenessHow to Resolve9. Demonstrating Value to LeadershipHow to Resolve10. Adapting Training to a Varied AudienceHow to ResolveRecommended For You:What are the challenges facing training and development?What are the major challenges faced by an expatriate?What is expatriate training and development?What are the three phases of expatriate training?
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Challenge #1 – Difficulty training the expatriate in adjusting to the new system in the newcountry
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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.
Date of Award1997 Original languageEnglish SupervisorGloria L. Lee (Supervisor)- expatriate managerscross-cultural managementadjustmenttraining issues faced by Anglo-American managers in Hong Kong
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trang chủ | 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
2. Developing Leaders
3. Engaging Learners
4. Delivering Training on a Consistent Basis
5. Tracking Skills Application
6. Instilling Conflict-Management Skills
7. Demonstrating Value to Leadership
8. Quantifying Training Effectiveness
9. Improving Learning Effectiveness
10. Adapting Training to a Varied Audience
1. Dealing with Change
Organizational 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 Resolve
L&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:
- Inject their training with the right purpose, tone, and messageAnalyze the needs of the audience from a number of different perspectivesEffectively prioritize their initiatives to
alleviate some of the stress and challenges change may bring
2. Developing Leaders
Many work environments face leadership-development challenges. It is crucial for organizations to develop leaders 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 Resolve
Businesses that invest in leadership development are 2.4 times more likely to meet their performance goals. L&D professionals can proactively support this by:
- Understanding the competencies that the business wants and needs in its leaders so that the organization is set up to meet its strategic and people-planning goalsUnderstanding what leaders want to learn about and providing them with opportunities to develop those competencies. This allows L&D professionals to customize leaders’ development journeysFinding commonalities between what the business needs and the interests and personal goals of team members so that
training can be both strategically motivated and personally inspiringCollaborating with business leaders to create a learning roadmap that entails specific milestones along with short- and long-term goals
3. Engaging Learners
L&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 Resolve
L&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:
- Making training job-relevant in a way that helps team members improve their day-to-day performanceUnderstanding the broader professional goals of individual employees and providing training and development opportunities that support those endeavorsUnderstanding the differences and similarities in learning styles and needs across generations of the workforceProviding individualized development plansEstablishing
learning pathways that naturally bridge from role to role in terms of complexity and level of responsibilityEstablishing L&D as a company priority by incentivizing completion of learning modules (e.g., pay raise, additional PTO days, etc.)
4. Delivering Consistent Training
When 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 Resolve
L&D leaders can deliver training and development more consistently by:
- Committing to communicating across different forms of truyền thông (e.g., phone calls, video conferencing, email, instant
messaging)Providing training opportunities that are driven by and built for the needs of the audienceProviding real-time feedback to accelerate training and performanceBuilding relationships with team members to promote camaraderie, authentic relationships, and open disclosure about the training they needScheduling time on a consistent basis to meet with and talk to the team
about individual, team, and organizational goals
5. Tracking Skills Application
Demonstrating a training program’s “stickiness” or sustainability is challenging 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 Resolve
Build a skills-application assignment where you and your trainee establish and agree to a work project. This project should provide the team thành viên 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 Skills
Successfully 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 Resolve
L&D leaders should understand and develop training that helps employees explore and apply the five stages of conflict resolution:
Define the conflict: Explore the situation and source of conflict.Watch for underlying issues: Call out underlying issues and help team members discuss the issues while keeping their emotions in check.Identify needs: Individuals share their needs and are open to finding solutions.Brainstorm possible solutions and goals: Team members identify solutions and goals they are willing to work on together to alleviate the conflict.Agree on a solution and implement it: Individuals share their commitment to a solution and map out the next steps.7. Demonstrating Value to Leadership
Keeping 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 Resolve
Work 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 Effectiveness
Many 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 Resolve
The 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:
- Engagement scoresTeam-thành viên satisfaction
scoresReduction in turnoverJob-satisfaction scores
Examples of soft measures:
- Attracting good talent to the organizationReduced conflictFrustration that has been taken out of a process, making the business a more enjoyable place to work
9. Demonstrating Value to Leadership
Ensuring 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 Resolve
L&D professionals should:
- Ask the right questions and identify the desired outcomes. These should be prepared in advance to help L&D professionals stay on track and inject training sessions with the right focus.Provide
trainees with the opportunity to ask questions and discuss ideas as a group as well as give team members the space to reflect, assess, and explore. This is crucial for filling any learning gaps.Be sure to include real-world, industry-relevant scenarios in your training and/or ask attendees to come prepared with some examples. This will help ground the training in their reality instead of it being too theoretical.Consider alternative learning modalities such as micro-learning,
lunch-and-learns, blended training, self-directed e-learning (with post-session development assignments for reinforcement), and others.
10. Adapting Training to a Varied Audience
As 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 Resolve
When planning, developing, and delivering learning experiences, engage in least some of the following activities:
- Have a good understanding of the broader goals of the training session and what the organization wants to get out of it.Run focus groups and/or schedule 1:1 discussions with a cross-section of the population to be trained to get a better sense of what they feel they need and
how to provide it.Create learning objectives that align with the needs of the organization and the individuals in the room.Use adult-learning theory and multiple learning modalities to appeal to a wider audience.Take advantage of the diverse experiences and alternative perspectives in the training session. Encourage healthy debate and sharing of ideas.Remind people to disagree with one another respectfully, when necessary, to encourage understanding and
openness to new ideas.
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Page load linkGo to TopWhat are the challenges facing training and development?
The most common challenges of training and development include geographic limitations, increased costs, language barriers, translation issues, and virtual training needs.What are the major challenges faced by an expatriate?
5 Common Problems Faced by Expatriates. Challenges Faced by Expatriates Living Abroad. ... . Expat Problem #1: You're Having a Hard Time Fitting In. ... . Expatriate Problem #2: You're Struggling With the Language Barrier. ... . Expat Problem #3: You're Worried about Housing. ... . Expatriate Problem #4: You're Worried about Money Management..What is expatriate training and development?
Expatriate training programs expedite the transition process by cultivating your employees' cultural sensitivity and equipping them and their families with the tools, skills and knowledge required to effectively interact with people from other cultures.What are the three phases of expatriate training?
Scholars commonly divide expatriation into the following three stages: pre-expatriation, during expatriation (international assignment), and repatriation stages (Black et al., 1999; Harvey & Wiese, 1998). Tải thêm tài liệu liên quan đến nội dung bài viết What are the main challenges faced in training and development of expatriate managers? Giới Tính Trai