Training and Development Across Cultures

Each culture has nuances related to workforce development (career) and training (specific skills), which can create challenges, opportunities, and pitfalls for the international HRM function. To this point, examine the overall view of training versus developmental experiences in your country (USA) compared to one other country (UK), and determine how this can this impact your work in the international sector. Develop and propose a training program to foster an environment that equips employees to work across cultures and provides learning and long-term development opportunities in the workplace

Your well-written paper should be:

4 pages in length (not including cover and reference pages).

Formatted according to APA

Supported by the course text and a minimum of three additional scholarly articles.

References used in class:

Chapters 2 & 24 in Global Human Resource Management Casebook

Barnow, B., & Trutko, J. (2015). The value of efficiency measures: Lessons from workforce development programs. Public Performance & Management Review, 38(3), 487-513.

Phillips, J. M., Gully, S. M., McCarthy, J. E., Castellano, W. G., & Kim, M. S. (2014). Recruiting global travelers: The role of global travel recruitment messages and individual differences in perceived fit, attraction, and job pursuit intentions. Personnel Psychology, 67(1), 153-201. doi:10.1111/peps.12043

Chebium, R. (2015, January 7). How to create an effective cross-cultural training program. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/Pages/010215-cross-cultural-training.aspx

Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal of Human Resources, 53(3), 331-350.

Moore, J. (2017). How to train new employees on an international level. Cron. Retrieved from http://smallbusiness.chron.com/train-new-employees-international-level-12890.html