美国代写-国际招聘人员的培训和发展

美国代写-国际招聘人员的培训和发展,培训是一个系统的学习过程,通过培训,人们可以学习新的技能,获得知识和概念,改变他们的态度,帮助组织实现其目标。它教员工必要的技能,需要有效的绩效。培训的重点是实现短期的组织目标。国际员工的培训是人力资源管理面临的重要挑战。培训注重全球思维和全球行动,培养全球领导技能,使学习成为全球组织的核心能力。人力资源需要为国际项目培训国际受让人及其家属。跨文化培训很重要,因为它打破了文化和国家之间的障碍。同时,它还能激发员工的信心,建立他们的信任。跨文化培训使员工对文化敏感。它很重要,因为它帮助员工获得知识和学习新的技能,可以提高组织的绩效。接下来有关论文范文美国代写-国际招聘人员的培训和发展分享给留学生阅读。

Training is a systematic learning process by virtue of which people can learn new skills, gain knowledge and concept, change their attitudes to help organization achieve its goals. It teaches employees the necessary skills that are required effective performance. Training focuses on achieving short-term organizational goals. Training of international employees is an important challenge for human resource management. Training focuses on thinking and acting globally, developing global leadership skills, making learning a core competence for global organization. Human resources need to train international assignees and their family for international project. Cross cultural training is important because it breakdowns barriers between cultures and nations. Also, it encourages confidence and builds trust of employee. Cross cultural training makes employee culturally sensitive. It is important because it helps employee gain knowledge and learns new skills which can enhance organization’s performance (Fisher and Härtel, 2003).

Preparation for international assignment,This is the first step. It is also referred to as preparatory training for expatriates. In this, the assignee and their family are provided information about the assignment and the location. They are given all information about the place such as information about the culture, geography, climatic condition, language, societal norms. Large part of this step focuses on cultural values and norms of new country (Brislin and Yoshida, 1993). Assignee and their family are also given language lessons. International assignees should focus on three core competencies: cognitive competency, behavioural competency and performance competency.

Post-arrival training for expatriates:,This is the second stage of international training. This training occurs after the employee has reached new destination. Usually on-site training is done. The objective of this training is to help employee become familiar with the culture and environment. The employee is usually assigned a “local buddy” who helps the employee settle down in and adjust to new environment (Hamill, 1989).
Training host-country nationals,It is usually done to help employees understand corporate, corporate culture, corporate strategy and socialization. In this, differences with respect to management style and different expectations are identified. Systematic capture of relevant documents and lessons which are learned from an international assignment are valuable for the organization and future expatriates.

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