The paper "International Training and Development" is a great example of management coursework. World over, discussions about the relative importance of the human resource to the organization have been raging. Perhaps this because of the position it holds in the organizational development and overall performance. It’ s generally accepted by many scholars and researchers that proper utilization of human resources in an organization, can greatly help enhance the company’ s competitive advantage at the market place. In particular, organizational success is as a result of the company’ s capability to work with speed, agility, and capacity to learn as well as employee competence in their areas of work.
However, according to some of the researchers such as Armstrong and Mitchell (2008), Chand and Katou (2007), and Tobin and Pettingell (2008), the way to achieve organizational capabilities is what has remained a big challenge. Many of the researchers are of the view that as long as organizations continue to follow traditional methods of training, especially in the global market, will not help them achieve much in terms of competition and overall performance. The challenge in enhancing organizational capability is also likely to be more complex with the new world economy where technology has come into and that workforce is expected to have special skills that are compatible with the new era of doing business (Sparrow 2012, pp.
2404). Provided such background, ‘ new-born’ human resource as may be regarded, training and development theories and practices have put forward with the aim of offering solutions to the underlying human resource challenges. In brief, this article is interested in providing a critical evaluation of the concept, ‘ international training and development, ’ and further try to establish the existing gaps between different theories and practices in human resources. Definition of terms Training: From a managerial context training is used to refer to the learning experience one undergoes that helps bring about relatively permanent change in the way one perceives and does different activities.
This is particularly important when one wants to create change in the way employees do their work. Training involves a change of skills, knowledge enhancement, change of attitudes, and social behaviors. Further, training from the human resource perspective is used to change what the employees think, know, and the way they work as well as the way they interact among themselves and with their seniors.
According to Gary Dessler (2009), training refers to the process of providing new or existing staff skills that are needed in carrying their functions. On the other hand, Terry Leap and Crino (2001), see training as a process of creating a new environment where employees acquire, learn or develop job-related behaviors, enhance their knowledge and skills as well as attitudes towards their work.
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