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Article
Publication date: 1 May 2000

Mary Beth Stanek

Multinational corporations need to recognize the importance of international management development. Formal human resource programs, tied to business objectives, need to be…

6968

Abstract

Multinational corporations need to recognize the importance of international management development. Formal human resource programs, tied to business objectives, need to be established. Ignoring the importance of global management development leads to missed market opportunities. Understanding and support at the executive level is a necessity. Human resource information systems need to include international data elements to help in the identification of candidates. Training budgets have to shift course work from a domestic focus to multicultural and international marketplace issues. The home and host managers must agree to the objectives for the employee prior to the assignment start. Repatriation assignments must align with the experience.

Details

Management Decision, vol. 38 no. 4
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 27 January 2012

Neal Goodman

The purpose of this paper is to examine the best ways for an organization to instil cultural intelligence and international success in to its workforce.

5554

Abstract

Purpose

The purpose of this paper is to examine the best ways for an organization to instil cultural intelligence and international success in to its workforce.

Design/methodology/approach

Possible methods examined include highly tailored cross‐cultural curricula, virtual training, global leadership programs, international team building exercises, and knowledge management systems. The recommendation and analysis of these methods is based on 25 years of Global Dynamics experience in training executives in cross‐cultural skills.

Findings

The author's research has found that complete implementation of the recommended methods result in optimal performance in a global market. Making employees aware of their own cultural perspectives and misunderstandings enables the development of a larger world view. Leadership involvement in the direction of organization's cultural competence strategy helps employees hone their skills on specific points of emphasis. Additionally, metrics should be used to gauge the effectiveness of the cultural intelligence strategy in order to continually improve elements of the overarching program.

Practical implications

By having more direct involvement in the learning process, leadership can strengthen the organization's cultural intelligence and ensure that the learnings are directly applicable.

Originality/value

This paper is based on more than 25 years of experience working with the world's leading international organizations to enhance their global performance.

Article
Publication date: 20 August 2018

Robert W. Robertson

The purpose of this paper is to provide an overview of the “skills gap” concerns that are increasingly prevalent in the USA and globally. In particular, the paper explores the…

Abstract

Purpose

The purpose of this paper is to provide an overview of the “skills gap” concerns that are increasingly prevalent in the USA and globally. In particular, the paper explores the current skills gap debate as a component of the American economy. This is an important issue as there is an increased economic uncertainty and global competition impacting many sectors. The paper specifically defines the current skills gap dilemma with respect to the USA and uses the Tampa, FL example of the practical implications of these concerns using recent survey and focus group data.

Design/methodology/approach

The research for this paper includes an outline of the economic development structures in place in Tampa, FL, a description of the existing mandate(s) to improve workforce training; the review of a key recent, public record report on workforce skills; and, the results of a focus group developed using key stakeholders. Initially, a public record document report titled Clarus Corporation (2013) “Hillsborough Community College: Workforce Development Scan” was reviewed to provide context and preliminary data to guide the research. In the second phase, a survey was conducted to develop a focus group of 18 key stakeholders in Hillsborough County. Nine of these stakeholders represented the education sector. These were purposefully selected from the Tampa Bay Higher Education Alliance (TBHEA) which represents approximately 30 regionally accredited academic institutions in the Tampa community (TBHEA, n.d.). In addition, another nine respondents were selected by purposeful selection representing employers who had experience with workforce training and development initiatives.

Findings

The group survey conducted for this paper confirms concerns by both employers and educators with respect to the existing and the future skill sets of employees. In particular, respondents note that basic skills such as communication and technical skills need more attention. Also, the focus group respondents confirm the importance of technical service certification. Fundamentally, economic development professionals, educators and employers need to develop and implement strategies and action plans to ensure that the skills gap be identified correctly and properly addressed. These initiatives must be developed with broad stakeholder input and these initiatives must be viewed as dynamic reflecting changing circumstances.

Research limitations/implications

This research should be viewed as exploratory in nature. The research could serve as a template to develop and track the concerns and issues of key stakeholders in the economic development process with respect to skills in the workforce on a regional or indeed a statewide basis.

Practical implications

Nations, states and local governments are more active in structuring workforce development support mechanisms and specific training opportunities to assist employees and businesses. All levels of government highlight the fact that they have skilled, competitive employees to assist in recruiting new companies to consider locating in their respective jurisdictions and in retaining companies.

Social implications

Having a clear understanding of the skills being demanded by employers as they strive to remain globally competitive is important. Local economic development officials, academicians and employers must be on the same page. Although relationships between these sectors are critical flexibility and adaptability are key to reflect changing demands.

Originality/value

The paper provides empirical evidence of the perceptions employers and educators have with respect to the skills gap issue in a fast growth jurisdiction. This jurisdiction promotes itself as having an abundant and skilled labor force. Data suggest that there are some concerns emerging from stakeholders.

Details

Higher Education, Skills and Work-Based Learning, vol. 8 no. 4
Type: Research Article
ISSN: 2042-3896

Keywords

Article
Publication date: 1 July 1991

M. Domsch and B. Lichtenberger

While foreign trade and joint ventures between Germany and thePeople′s Republic of China and Brazil have grown considerably, many ofthe attempts at economic co‐operation have…

1702

Abstract

While foreign trade and joint ventures between Germany and the People′s Republic of China and Brazil have grown considerably, many of the attempts at economic co‐operation have collapsed. One major explanation can be attributed to cultural differences between German expatriate managers and their local subordinates. Therefore predeparture training and development becomes more significant. This study investigates the extent and significance of predeparture training and development for expatriates in China and Brazil in German companies. When, how often and which strategies are used to prepare the expatriate for his/her assignment in an effective and efficient way? It raises some important questions on the appropriate strategy in international human resource management.

Details

Journal of Management Development, vol. 10 no. 7
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 February 2005

Marie‐France Waxin and Alexandra Panaccio

The paper examines what are the effects of the different types of cross‐cultural training (CCT) on expatriates' adjustment and whether prior international experience (IE) and…

19872

Abstract

Purpose

The paper examines what are the effects of the different types of cross‐cultural training (CCT) on expatriates' adjustment and whether prior international experience (IE) and cultural distance (CD) have a moderator effect on the effectiveness of CCT.

Design/methodology/approach

In a quantitative approach the paper examines the effect of four different types of CCT on the three facets of expatriates' adjustment, on a sample consisting of 54 French, 53 German, 60 Korean and 57 Scandinavian managers expatriated to India. The paper then examines the moderator effect of IE and of CD on CCT's effectiveness.

Findings

CCT accelerates expatriates’ adjustment. The type of CCT received matters. IE and CD have a moderator effect.

Practical implications

Implications for practice are identified.

Originality/value

The paper demonstrated the effectiveness of different kinds of CCT and the moderator effects of IE and CD.

Details

Personnel Review, vol. 34 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 31 July 2007

Connie Zheng, Paul Hyland and Claudine Soosay

The purpose of this study is to explore a range of training practices adopted by multinational companies (MNCs) operating in Asia. It investigated the level of training…

7383

Abstract

Purpose

The purpose of this study is to explore a range of training practices adopted by multinational companies (MNCs) operating in Asia. It investigated the level of training expenditure, the nature of training programs offered and the concerns about training in MNCs.

Design/methodology/approach

Data were obtained through a survey of 529 MNCs operating in six Asian countries to examine the average cost spent on training and the type of training programs offered to different groups of employees. The respondents were also asked to indicate their perceptions on the training provided and how effective the training has on firm performance.

Findings

It appears that MNCs invested significantly in training. Training was found to be more widespread in service organisations than manufacturing organisations operating in Asia. The majority of training emphasised managerial and professional staff development; and was generally conducted externally. Respondents were concerned mainly with the quality and relevance of training programs offered externally.

Originality/value

The results provide MNCs, especially those headquartered in European and other Western countries with insights into designing and offering more relevant and better quality training programs to their employees located in Asian subsidiaries.

Details

Journal of European Industrial Training, vol. 31 no. 6
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 11 October 2011

This article aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

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Abstract

Purpose

This article aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

Design/methodology/approach

The briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Creating the biggest steel company in the world is quite an achievement. Creating the conditions to ensure that the businesses within it restructure and merge into one coherent enterprise is a daunting task. When Arcelor and Mittal Steel merged in 2006, the new ArcelorMittal found itself with a genuinely global reach, with large workforces located in mature markets like the USA and Western Europe, as well as emerging markets, such as Brazil, China, Kazakhstan and Ukraine.

Practical implications

The article provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.

Article
Publication date: 1 July 2002

Vesa Suutari

The globalization of business has challenged companies to rethink their strategies, structures, and necessary competencies of managers. The existing studies indicate that…

6505

Abstract

The globalization of business has challenged companies to rethink their strategies, structures, and necessary competencies of managers. The existing studies indicate that typically companies do not have enough leaders within global competencies and that competition for such resources will be even more intensive in the future. The basic prerequisite for the selection and development of global managers is that the necessary competencies of global managers are understood. On the other hand, it has been argued that this is not yet the case and thus companies do not know what competencies they should focus on. Similarly, it has been argued that the development of international competencies is not a well‐advanced process within companies. The research on these areas is still scarce. In the present paper, the literature on these areas is reviewed and, on the basis of this review, further research needs are identified.

Details

Career Development International, vol. 7 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 28 November 2023

Tingting Tian, Hongjian Shi, Ruhui Ma and Yuan Liu

For privacy protection, federated learning based on data separation allows machine learning models to be trained on remote devices or in isolated data devices. However, due to the…

Abstract

Purpose

For privacy protection, federated learning based on data separation allows machine learning models to be trained on remote devices or in isolated data devices. However, due to the limited resources such as bandwidth and power of local devices, communication in federated learning can be much slower than in local computing. This study aims to improve communication efficiency by reducing the number of communication rounds and the size of information transmitted in each round.

Design/methodology/approach

This paper allows each user node to perform multiple local trainings, then upload the local model parameters to a central server. The central server updates the global model parameters by weighted averaging the parameter information. Based on this aggregation, user nodes first cluster the parameter information to be uploaded and then replace each value with the mean value of its cluster. Considering the asymmetry of the federated learning framework, adaptively select the optimal number of clusters required to compress the model information.

Findings

While maintaining the loss convergence rate similar to that of federated averaging, the test accuracy did not decrease significantly.

Originality/value

By compressing uplink traffic, the work can improve communication efficiency on dynamic networks with limited resources.

Details

International Journal of Web Information Systems, vol. 20 no. 1
Type: Research Article
ISSN: 1744-0084

Keywords

Article
Publication date: 19 June 2021

Jeffrey McClellan

The application of leadership theory to training and development in international leadership contexts is burdened by the idealistic, western-centric, prescriptive nature of many…

1986

Abstract

Purpose

The application of leadership theory to training and development in international leadership contexts is burdened by the idealistic, western-centric, prescriptive nature of many leadership theories. Consequently, theories are needed that are culturally neutral, descriptive and practically applicable to the culturally diverse contexts in which leadership interaction takes place. To this end, the cognitive process model of (Denis et al., 2012) leadership was developed to facilitate leadership development study in a variety of cultural contexts. The model is based on how the human brain functions at its most basic level in leadership situations across cultures and outlines basic principles of leadership associated with these functions. These principles include awareness, decision-making, attention, relationship building, communication and action. This study aims to discuss this model and how it can be used as a framework for doing leadership training and development study in international settings.

Design/methodology/approach

This paper is conceptual in nature and uses psychological studies on brain function as a foundation for developing a process model of leadership.

Findings

In contrast the cognitive process model of leadership provides a foundation for understanding what is truly universal when it comes to leadership activities by examining what happens in the brain in any given leadership moment. It then provides a framework for promoting the development of leadership competencies that are essential to practicing the principles and competencies and applying them as one takes action in specific leadership moments at the self, interpersonal, group and team, organizational and social and political community levels.

Research limitations/implications

The paper has implications for the content, structure and process of leadership development study in relation to training and coaching.

Practical implications

This model makes it possible to identify how to provide training and education in relation to leadership competencies by identifying which aspects of the competencies are universal and which are situational or culture dependent.

Originality/value

This study is an original paper exploring the application of this model in the context of global leadership training and development.

Details

European Journal of Training and Development, vol. 46 no. 5/6
Type: Research Article
ISSN: 2046-9012

Keywords

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