ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

The Catalyst of Organizations' Success (Third Cut)

Updated on January 14, 2014

Training that Extracts the Best Out of a Cross-Cultural Workforce

The retention of employees in a company is not only dependent from how they aligned their skills with the needs of the position they hold (job fit) but is also dependent on how well they manage to interact harmoniously with their cross-cultured colleagues (organization fit). Aside from the language barriers, the different beliefs and values systems may hinder an employee to stay in an organization and to perform at his best because of maladjustment and culture shock. In this era of globalization, you might be teaching a customer service program but because you are rendering it to a global audience, some of your points might be misunderstood as impolite or inappropriate. Neil Payne, Managing Director of Kwintessential in United Kingdom, cited four major benefits of providing an organisation with intercultural training. The global workforce avoids misunderstanding, propels company’s productivity and efficiency because of collaborative cultural efforts of employees, poses a more competitive advantage because they can capture more target consumers’ profile and provides long-term benefits because of limitless opportunities the heterogeneously cultured manpower can create.

Training as a Core of Succession Planning

The successful transfer of learning from a competent leader to a subordinate was proven by McCormick & Co. (MKC). In a featured article of Bloomberg Business Week, Robert Lawless groomed Alan Wilson for five years so he can equally performs his role as a CEO. On the other hand, Robert Lawless still stands by his well-renowned spice company as a non-executive chairman of the board of 2008. Training has been a paramount feature in succession planning. Organisations are paralyzed every time a key officer of the company leaves because of unprepared successors for the demands of the position. The succession planning through training ensures continuity in leadership and preserves information and knowledge in the different sections of the company. It allows the Management to identify and prepare high-potential employees to take over their immediate supervisor or manager should the position become vacant or should a position be available in one of the company’s managed properties or branches. The identified employees undergoes a Leadership Academy wherein each of them has an assigned mentor. They are provided with training outline that constitutes the needed training programs they need to complete either formal or informal training as well as in-house or field work just so they have an extensive and comprehensive experience about the roles and demands of the position. This outline also includes various problem-solving skills and behavioural traits to be addressed for each business incidence.

Training as a Solution to Lower Hiring Costs of a Company

The ongoing company’s on-the-job training programs as college students’ externship shows so much potential in recruitment. This answers the difficulty of looking for the right person to a vacant position. When a graduating student is immersed in the operation of the business with the maximum required number of hours, this practitioner is being trained to acquire the skills set needed for the position. He also gets accustomed to the culture of the organization and least likely to leave the company compared to a newly-recruit who still needs to adapt by knowing every person and their working styles so he can produce more outputs. While the company pays minimum for the students who complete school requirements as an intern, the return of investment is great as he becomes a potential candidate for the vacant post. Larry Crumbley and Glenn Summers wrote in Internal Auditor that, “The organization has the opportunity to observe the student at work and review work habits, technical ability, interpersonal skills and adaptability before making a full-time commitment.” Thus, this does not give the company so much risk in absorbing a newbie in the organisation because they have enough time to assess the intern.

Training truly encompasses every growing opportunity of an organisation. However, training can be an expensive investment to employees. Imagine pulling them out for a day to complete a whole course training and leaving their work stations just to bridge and solve their skills gap. The Management should be able to decide the right person to conduct the training, the right program flow with its data tailor-fitted to the needs of the company and the right time to render this to employees. An effective training must be an avenue for change and organizational development. Although Learning Managers are immersed with a wide variety of researches, they must be able to prioritize which training solutions support the business targets the most and equally answers the needs of the employees. There might be cost restrictions in completing a training program but there are various options on how it can be delivered to all employees. Training trends such as e-learning, video conferencing, one-to-one job induction, training e-library, learning buddies, developing department trainers - can provide cheaper training solutions. The beneficial effects of training is so immense that it can lead to creating new policies and procedures in replacement of outdated ones and just like a chain reaction, can produce further projects for the company such as change management or brand management. The commitment of the Management to a learning community produces promising results – creating a happy and productive workforce, high profitability, longer business life operation and flexibly committed to various consumers. Training preserved creativity in confronting business challenges that in effect provides outlandish but viable customer service solutions.

Source

Comments

    0 of 8192 characters used
    Post Comment

    No comments yet.

    working

    This website uses cookies

    As a user in the EEA, your approval is needed on a few things. To provide a better website experience, hubpages.com uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

    For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at: https://hubpages.com/privacy-policy#gdpr

    Show Details
    Necessary
    HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
    LoginThis is necessary to sign in to the HubPages Service.
    Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
    AkismetThis is used to detect comment spam. (Privacy Policy)
    HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
    HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
    Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
    CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
    Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the googleapis.com or gstatic.com domains, for performance and efficiency reasons. (Privacy Policy)
    Features
    Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
    Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
    Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
    Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
    Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
    VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
    PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
    Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
    MavenThis supports the Maven widget and search functionality. (Privacy Policy)
    Marketing
    Google AdSenseThis is an ad network. (Privacy Policy)
    Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
    Index ExchangeThis is an ad network. (Privacy Policy)
    SovrnThis is an ad network. (Privacy Policy)
    Facebook AdsThis is an ad network. (Privacy Policy)
    Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
    AppNexusThis is an ad network. (Privacy Policy)
    OpenxThis is an ad network. (Privacy Policy)
    Rubicon ProjectThis is an ad network. (Privacy Policy)
    TripleLiftThis is an ad network. (Privacy Policy)
    Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
    Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
    Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
    Statistics
    Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
    ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
    Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)