HUMAN RESOURCE DEVELOPMENT

Name: PRACHI SHARMA

Registration No: 69/22682
Paper No. III
Question No.:- 1 & 4

RESPONSE SHEET NO. 2

Question NO. 1. What are the cross culture issues in HRD and how
do you manage such issues?

Ans. No. 1 In multinational Organizations, various business operations

require transfers, promotions and hiring of officials to a host country where
the business is being run. Thus, in such a scenario cross culture issues arise
in the HR Department. Some of these issues can be:

1. Gender In acceptability: There are countries (usually in Middle East and

South East Region) which are not open to the thought of women department
or women staff working in powerful positions. Due to this reason, female
candidates are not selected, promoted and transferred. They do not zest
acceptability and co-operation in working place and in living as well.

2. Language Barrier: Even though English is a globally accepted business

language, still there are countries, where the usage of local language is
dominant. Moreover, even if it is not than too it becomes difficult for an
expatriate to interact with local business partners or employees, if he/she
does not know the local language at all and not English but the local
language is preferred to speak specially for professional interaction.

3. Cultural/Regional Differences: What may be a regular practice for one

region may not be so widely seen in another culture or region. Even the local
region and culture of a place affects the working style of a MNCs office in
that region. Somewhere, those offices timings would be from 8.00 AM in the
morning or somewhere it may start at 9.30 or 10.00.

4. Values and Ethical differences: What may be ethically right for a

region may not be accepted in another. Thus, influencing the working
thought process of the local business partner, e.g. in our country, the
morning would be to leave office exactly at the decided closing hours of the
office whereas, in some places a flexible or extended office hours is a regular
practice.

5. Family issues: Either employees leave their families back home or

incase they take them along there lot of problems come in their adjustments,
like spouses job settlement, childrens education etc. In case, they leave
their facilities back home, chances of loneliness and emotional imbalance
arise too often wanting to go back as soon as possible.

However, irrespective of the problems arising, businesses do need to

be carried out and managed. This can be solved as followed:-

1. Pre-departure Training: A detailed training on the various issues, that

may come in the way of an employees settlement may be arranged. Like
providing training and information on immigration, housing, medical
facilities, shopping nuances, children school/college education, if admissible,
general living and working conditions of the country, Remuneration and Tax
Policy etc.

2. Administrative Services: Knowledge on Policies and Procedures

should be imparted.

3. Host Governmental Relations: This depends a lot on host and home

countrys good relationship. In case, the ties are strained all formalities of
VISA, Work permit etc. should be sorted out well in advance.

4. Premium to be received: All PCN employees should receive an annual

premium for foreign assignments apart from their salary and performance.
This can be reasoned as, been given in order to remove any differentiation
between the localities and PCNs, in term of what salaries, houses are being
received by the two, which should be based on original work bases.

5. Family Responsibilities: HRD needs to take care of the family by

helping in searching jobs for spouse, admissions for children, accommodation
and medical facilities etc.

Question 4. What steps are needed to prepare a training calendar

for one year for your organization and the steps for its
implementation?

Ans. No. 4. A yearly training program calendar is a possible list of the

possible training program that would be conducted in that year, with their
dates and timing listed. For a successful TP calendar the following steps
should be kept in mind:

1. Training Need Identification: The following points helps in taking the

training plan forward better:
a) Identifying why the training should be conducted.
b) Is the season valid enough to conduct training or even not.
c) Help in assessing the question like the duration of the training program,
technical or non-technical.
 d) What levels of employees are to be targeted for training?
e) Training Planner should interact with the HODs.
f) Performance Appraisal of an employee or complete department can also help
in TNI.

2. Training Content Development: As a part of the Training Planner, it is

important to set the rules of the games or simply draw at least a broader
layout of the content that would be delivered as per the TNI.

3. Faculty Identification: Whether training would be conducted in in-

house team or an outside training team is hired.

4. Budget of the Training Program: What is the budget of the training

program, Is it in compliance with the usual annual budget decided for the
organization or some more needs to be sanctioned.

5. Decision on number of training program: A bifurcation needs to be

done about in a month on the following:
- How many in-house or out-training or combination of both, or
- Once in week, or
- 2-3 days of regular workshop

6. Communication with HODs for approval: It is necessary to inform

the concerned HODs and take their approval for conducted the training so
that there should not be any hindrance in important/priority works.

7. Inform the trainees about the Training: This needs to be done well
in advance so that they can also be well prepared and their presence is
approved by their managers easily. It lets the team be better prepared to
tackle the absence.

8. Float regular mails regarding training programs.

9. Keep check about nay short-term changes, update them and make any
changes if required.

10. Attendance and Feedback

11. Assess the participants Once over a regular period of time.

12. If satisfied, training successful else eased the participants for re-
training.

Training calendar can easily be implemented by

1. Being in regular touch with HODs, Managers, and Supervisors to make any
changes if required.
2. By making everyone understand the importance of training, the changes it can
be buy in.
3. By giving examples of organizations that implement training and the success,
they have achieved from the same.
4. By creating a B-Plan of the existing training Calendar
5. By interacting with employees to create interest in them and let training be
more interesting and yet need amended.