Park.

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 Training and Development
Park.USA has recently decided to expand its operations into subsidiary countries. The changing
business requirements may need hiring employees from the subsidiary country i.e from the host
country nationals. Employing a global workforce will be requiring adaptation of global training
and development strategies to be an integral part of the business.

The company first needs to conduct the needs assessment process on three levels. These are

1. Organizational Analysis: It analyzes the effectiveness of the organization as a whole

and identifies any discrepancies. This analysis will uncover the competencies, knowledge
and skills that are needed by the company to sustain in the market. It also takes into
account the external factors such as the economy, environmental policies, technological
advances and changing workforce demographics. This assessments will help the
company determine where training is needed, how it will be conducted and when
2. Person/ Individual Analysis: The individual assessment focuses on a particular
employee to discover how well they are performing, their existing skills and
competencies, their learning style, motivation to learn, self-efficacy, conscientiousness,
capacity to learn and adopt for new work. It identifies who within the organization
requires training and what kind of training is needed. The company can conduct a 360
degree evaluation process as it helps identify the employee’s strengths and areas for
improvement in regards to competencies, skills and behaviors. It will help the company
form the basis for the creation of a customized training and development plan for the
employee.
3. Task Analysis: The task assessment identifies the key tasks, competencies and skills
required to perform the job at the most efficient level. It uses job descriptions, skill
analysis and job inventory questionnaires to discover specific training needs. As our
company is moving in a new direction of going global and its undergoing reconstruction,
this analysis will come particularly handy on deciding required employee competencies
to improve company performance.

After conduction the needs assessment, our company will decide on the training aspects and
the methods of training to develop our employees coming from the parent country nationals
and the subsidiaries i.e the host country nationals. In most cases, the same strategy to train
the parent country employees and the host country employees will not be successful because
of the differences in their culture, structure, international business strategy, policy and
managerial structure. Based on these factors the employees and expatriates needs to be
provide with adequate training.

 Pre departure Training: Pre-departure training for expatriates will brief our soon to
be expatriates on what to expect when living and working abroad. It will allow them to
 personalize the learnings from the training to anticipate and plan for challenges they
and their family may face when on duty abroad. It will include -
 Cultural training: Cultural training equips expatriates on the culture of the
subsidiary country .The aspects of the culture are necessary in training that
comprise of history, politics, culture, economy, social, religion, business
practices, housing and sensitivity training for flexible attitudes. The company
will provide cross-cultural training for probation that employees are sent to
overseas subsidiaries as it affects the professional effectiveness in business
responsibilities of expatriate’s goal achievement.
 Practical Training: Practical training will be provided to the expatriates and
their family to help them adapt successfully at the workplace and the country.
Expatriates are quick integration with workmate. This training teaches about
the best workplace practices globally in the standard manner.
 Language Training: Prior assignment the expatriate will receive training on
the basics of the host country’s language .An expatriate having good host
country language skills will have improved access to information once they
move abroad and it will help them build connections, which is an essential
element of expat success.
 Diversity Training: Diversity training in our company will address all the
unique things about employees; their race, color, ethnicity, language,
nationality, sexual orientation, religion, gender, socio-economic status, age,
and physical and mental ability – and the manner in which we collaborate at
the workplace.
 Repatriation training: This training will be provided to our employees after
completing of the international assignment in order to adjust back to previous culture,
work and role so that employee can adapt well with totally different culture and
prevent them culture shock.

Our company will adopt the following training methods to train and develop its workforce:

1. Technology-Based Learning
2. Simulators: Simulators are used in our company to imitate real work experiences to give
the employees a real idea of the task to be performed.
3. On-The-Job Training: The Company will go for this training method for selective
employees to let them gather knowledge on how to perform the job by doing it
practically. Employees will learn more efficiently if they learn hands-on, rather than
listening to an instructor.
4. Coaching/Mentoring: Coaching/mentoring will give our employees a chance to receive
training one-on-one from an experienced professional.
5. Group Discussions & Tutorials: This method will allow employees to discuss issues
concerning task assigned and will also give them a platform to voice their opinions and ideas to
and help build a collaborative and cooperative workplace.