Training and Development Environment for Changes- myassignmenthelp

Question: Discuss about theTraining and Development Environment for Economic Changes. Answer: Introduction The increase in the number of similar business organizations has given rise to tough competition in the market. Thus, enhancements of both personal and professional skills are required in order to sustain in the competitive market thereby, ensuring sustaining in the market. The need of the market keeps on changing due to the ever-changing demand of the customers. In order to cope up with the market needs, the business organizations need to keep them updated. As commented by Sung and Choi (2014), training is based on the needs of the workplace and is influenced by factors such as sustainability, globalization, technology, economic changes, changing demographics and diversity of the workforce. Thus, it is crucial for the business organizations to recognize the training needs at the workplace and focus on a particular area. This report introduces the need of improving teamwork skills in order to cope up with the skills required for sustaining globalization. Globalization The business organizations are embarking globalization, as the business organizations are expanding across different countries in order to invade new markets thereby, facilitating business expansion. As commented by Hirst, Thompson and Bromley (2015), the business organizations to adapt to changes continuously in order to accommodate with different cultures and nationalities working in the same company. However, as argued by Beck (2015), globalization often issues at the workplace, as the individuals from different cultures and nationalities fail to communicate effectively and achieve organizational goals and objectives. In todays world, globalization is essential for the business organizations in order to sustain in the competitive market. This is because going global provides an opportunity for the business organizations to attract new customers thereby, expanding their business. In order to adapt to the changes due to globalization, the business organizations need to train and develop their existing workforce. As mentioned by Crane and Matten (2016), training and development enable the business organizations to develop both personal and professional skills. As a result, the existing workforce is able to work together in a healthy manner by accepting the cultures and nationalities of the fellow workers. One of the key advantages of globalization is that it promotes diverse work force. As a result, the business organizations are able to use the strengths of the individual employees belonging to different cultures and nationalities The need for training and development in globalization As commented by Papastergiadis (2013), workplace needs promote the need for training and development. One of the positives of globalization is that it has influenced and facilitated a diverse workforce. As a result, individuals belonging to different culture and nationalities come under the same roof and work together thereby, aiming towards achieving organizational goals and objectives successfully. However, on the contrary, multicultural training is essential in order to facilitate globalization at the workplace. This is because the business organizations need to do business as well as facilitate diversity among own offices. The employees work next to people of different nationalities and cultures that act and think differently. For instance, in order to expand the business, relationship play the more significant role that time. Therefore, the business organizations might take comparatively longer time to develop business, as they need to build trust. In addition to, the business organizations have to consider the different holidays based on the cultures and nationalities at the workplace. Thus, identifying and addressing these issues and developing a stronger team and better companies are facilitated due to multicultural training. Working together in spite of the cultural differences provides an opportunity to share unique ideas that turn into success for the business organizations. For instance, the employees at the workplace need to respect and communicate well with fellow employees due to globalization. Cross-culture management in globalization Globalization influences diverse workforce, as individuals belonging to different nationalities and cultures work together to achieve organizational aim and objectives. As commented by Thomas and Peterson (2017), effective management of cross-cultural aspects encountered in globalization results in the positive working environment. Managing the cross-cultural aspects effectively provides an opportunity for the business organizations to promote healthy relationship within the diverse workforce. As mentioned by Moran, Abramson and Moran (2014), the concept of cross-culture management highlights managing teamwork by considering the practices, cultures and preferences in an international context. Thus, the business organizations need to find ways to adapt their approaches in order to promote a healthy working environment for all the employees. Recruiting employees that are comfortable in working in the diverse work force is one of the ways of managing cross-culture effectively. In addition to, training employees for handling intercultural communication is another effective method of managing cross-cultural factors. Cross-cultural communication is necessary for a diversified workforce, as this facilitates the effective team working. Another method of ensuring effective cross-culture management highlights aligning the human resource policies and processes across corporate entities in different nations. Thus, training and development in terms of managing cross-culture are essential, as this facilitates the success of the business organization (Joy Poonamalle, 2013). The issue faced in globalization The diversified workforce in globalization leads to issues that hamper dedication and engagement of the employees thereby, hindering the organizational performance. Diversified work force signifies individuals from different cultures and nationalities. Thus, communication is a major issue that is faced by the business organizations due to globalization. As commented by Asante, Miike and Yin (2013), communication plays a vital role in the business organizations, as the employees need to communicate internally in order to serve the best to the customers. It has been seen that business organizations that are unable to ensure effective cross-culture communication fails to gain competitive advantage. This is because the business organizations are unable to devote resources and time for conducting the business effectively. Lack of effective cross-culture communication also leads to unfriendly and unhealthy working environment. As the employees do not prefer communicating with each other, the flow of information within the business organization is hampered. In addition to, ineffective cross-culture communication leads to the weaker relationship among the employees thereby, resulting in the formation of ineffective teams. As a result, the overall employee performance, as well as organizational performance, is hampered. In addition to, ineffective cross-cultural communication due to globalization prevents in understanding individual differences thereby, affecting the ability to communicate (Sorrells, 2015). Developing communication for ensuring effective globalization Communication is the key aspect that ensures success in globalization. This is because effective communication facilitates the clear flow of information within the business organization. As commented by Esser (2013), the business organizations need to train the employees in order to ensure effective cross-culture communication thereby, promoting globalization. Adequate training provides an opportunity for the business organization to teach the employees to show respect towards the fellow employees. Globalization has facilitated a diversified work force with individuals belonging to different cultures and nationalities. Thus, effective cross-culture communication due to globalization ensures respect and positive team bonding. The employees can use each others strengths and cover up weaknesses in order to improve their performance. It has been seen that business organizations that are able to ensure effective cross-culture communication gains a competitive advantage (Stromquist Monkma n, 2014). Cross-culture communication helps in increasing the awareness thereby; managing the cross-culture behavior of the individuals within the diversified works forces. Development plan Area of focus: Developing cross-culture communication at workplace Conducting the needs assessment Identifying business needs Perform gap analysis Resources required Who will I need to consult Who will I need to inform Start date Completion date Notes Human resource Financial resources Managers Supervisors Managers Employees 01/03/2018 10/03/2018 The cross-culture need of communication is identified and training session is organized. Ensure employees readiness for Training Identifying the needs Analyzing their performances Human resources Time Managers Supervisors Managers Supervisors 11/03/2018 15/03/2018 Detailed analysis was conducted. Create the Learning Environment Selecting venue Formalize training and development plans Human resources Financial resources Time Managers Supervisors Managers Supervisors 16/03/2018 18/03/2018 Getting feedback from the employees. Ensuring Transfer of Training Interactive session Giving group activities Human resources Financial resources Time Managers Supervisors Managers Supervisors 19/03/2018 19/03/2018 The employees communicated among them to make it a success Developing and Evaluation Plan Analyzing the communication needs Comparing the results Human resources Financial resources Time Managers Supervisors Managers Supervisors 20/03/2018 20/03/2018 The training session was recorded Select Training Method Verbal communication Non-verbal communication Human resources Financial resources Time Managers Supervisors Managers Supervisors 20/03/2018 20/03/2018 The behavior of the employees was recorded before and after the training Develop and Deliver the Program Designing training materials Implementing the training Human resources Financial resources Time Managers Supervisors Managers Supervisors 21/03/2018 21/03/2018 Considering the time and training environment Monitor and Evaluate the Program Printing training review form Completing training review form Human resources Financial resources Time Managers Supervisors Managers Supervisors 22/03/2018 30/03/2018 Ensuring that the training review forms are filled accurately. Conclusion Thus, in this report, it can be concluded that training and development are important for the business organizations in order to adapt to the changes of globalization. The business organizations ensure that the employees are able to cope up with the changes of globalization by designing and implementing effective training and development programs. Cross-culture communication is important, as globalization leads to a diversified workforce. Effective cross-culture communication highlights respect among the employees working together as well as gaining a competitive advantage due to strong and healthy bonding. References Asante, M. K., Miike, Y., Yin, J. (Eds.). (2013).The global intercultural communication reader. Routledge. Beck, U. (2015).What is globalization?. John Wiley Sons. Crane, A., Matten, D. (2016).Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Esser, F. (2013). The emerging paradigm of comparative communication enquiry: Advancing cross-national research in times of globalization.International Journal of Communication,7, 113-128. Hirst, P., Thompson, G., Bromley, S. (2015).Globalization in question. John Wiley Sons. Joy, S., Poonamallee, L. (2013). Cross-cultural teaching in globalized management classrooms: Time to move from functionalist to postcolonial approaches?.Academy of Management Learning Education,12(3), 396-413. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Papastergiadis, N. (2013).The turbulence of migration: Globalization, deterritorialization and hybridity. John Wiley Sons. Sorrells, K. (2015).Intercultural communication: Globalization and social justice. Sage publications. Stromquist, N. P., Monkman, K. (Eds.). (2014).Globalization and education: Integration and contestation across cultures. RL Education. Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), 393-412. Thomas, D. C., Peterson, M. F. (2017).Cross-cultural management: Essential concepts. Sage Publications.