Global Training and Development Report
Culture and the environment of a particular nation affect organizational operation and management. The globalization process enables people to move and work in foreign countries of different cultures and environments. When people settle in other countries, they encounter culture shock that affects them at their workplaces. For example, when Americans move to work in Asian nations, they encounter different cultures, which sometimes affect their work output. Likewise, when Asian move to Western countries, they get shocked by the culture and the environment in those places, and thus, their work output is affected. As a chief Human Resource officer in Global Pro-Tech Company, I’m preparing this report on employee training programs, employee development opportunities, and employee development plans for both local and foreign employees working in South Korea. Global Pro-Tech Company plans to open its operations in South Korea; thus, it is important to prepare both the local and foreign employees who will work from there. This report is crucial to our company because we believe that an employee development plan is a powerful tool that is used to boost employee growth to accomplish both personal and organizational goals. Get in touch with us at eminencepapers.com. Our homework help will save you the tons of energy and time required for your homework paper.
Employee Development Programs
Diversity Training Program
This is one of the many employee development initiatives. Diversity training focuses on creating awareness for diversity among employees to enable them to easily interact comfortably with people from different backgrounds (Calvello, 2021). The main reason why we shall be training employees on diversity is that in Korean business culture, people do business or work well with individuals they are familiar with and have friendships with (O’Donnel, 2019). Diversity training aims to cultivate positive workplace interaction by reducing employee prejudice and discrimination. In addition, diversity training is crucial for our branch in South Korea because we shall have a pool of employees from different nations, meaning that there must be tolerance and indiscrimination for them to work effectively.
Teamwork Training Program
The teamwork training program is an initiative that focuses on equipping and preparing employees to collaborate in the workplace. Since the operation in South Korea will be a new venture, there is a need for all the workers to work as a team to achieve the goals (Calvello, 2021). Moreover, the need for training our employees on the team is based on the fact that Korean culture is rooted in the fundamental principles of business culture, characterized by Confucian principles. These principles include group work, harmony, and friendship (O’Donnel, 2019). We shall subject all the employees to teamwork training to build a cohesive team to achieve the desired results.
Soft Skills Training
This employee training focuses on individual attributes such as effective communication, problem-solving, and conflict resolution skills. For every employee to work effectively with others, they must own these basic skills. Soft skills are important for gaining new customers, improving current client relationships, and building strong teams (O’Donnel, 2019). Training employees who will work in South Korea on soft skills is necessary because of the diversity of the team. The communication skills and problem-solving skills that are used in the U.S are different from those that are used in South Korea (Hosmer, 2015). In American culture, there are always confrontations between senior and junior employees. However, in South Korean culture, respect for protocol is paramount, and the senior employees have the authority. Thus, training our workers in communication and dispute-resolution skills will help them fit into Korean culture.
Compliance Training
This employee development initiative focuses on training employees on the legislations, business regulations, and business policies that exist among nations. The employees are educated on laws and regulations that apply to their job specifications and industry (Calvello, 2021). A successful compliance training program prevents the breaking of the laws and avoids unnecessary fines that may be imposed for the breach of the laws (SHRM, 2022). For instance, we shall teach the American workers working in South Korea about Korean business laws and regulations. Likewise, we shall educate the Korean workers on American business laws and regulations.
Korean Business Culture Training
Since we shall be venturing into a completely new country, it will be necessary to train American employees on South Korean business cultures. This will entail teaching them the basics of South Korean business practices that will make them easily interact and fit into society. Examples of these cultural practices are the Confucian principles (Kim, Baik, & Kim, 2019). The principles include teamwork, harmony, respect for the authority and elders, the importance of family friendship, and maintaining the face (personal honor and dignity). Confrontation in Korean culture is avoided to preserve dignity. High-ranking individuals have power over the subordinates and are the main decision-makers after consultation with the subordinates.
In Korean culture, punctuality is important since it shows respect. When meeting a person of the same age, one should bow at an angle of 15 degrees while meeting a boss or older adult. Also, one should bow at an angle of 30-45 degrees to show respect. When greeting someone, one must use both hands without standing straight (Kim, Baik, & Kim, 2019). In Korean culture, business cards are common, and cards should be presented and accepted with both hands. In addition, one should read the card when given before putting it on a table to show respect (Hosmer, 2015). During the meetings, individuals should be humble, modest, and respectful when addressing others. Moreover, one should be attentive and a good listener by allowing the other people to complete their expressions before responding.
Employee Development Plan
The employee development plan is a collaborative and actionable step that employees should complete to achieve their goals. The development plan includes both short-term and long-term goals. An employee development plan is an important tool that is used to assist employees in growing both as an individual and as a professional. An example of the employee development plan is shown below. The main goal is to build a workforce that will fit in South Korean culture and work effectively to realize organizational goals.
| Action | Objective | Measurement |
| Train employees on diversity | To prepare employees to have a positive interaction with other employees from different cultural backgrounds and be tolerant of one another | Seeing the trainee employees appreciate and enjoy other peoples’ culture,
Reduced or less discrimination and prejudice |
| Training employees on teamwork | To teach employees the importance of teamwork and equip them with collaborative skills that enable them to fit in a team of diverse people | Seeing unity among employees,
Employees who prefer to work in teams Increased productivity through teamwork |
| Soft skills training | To equip employees with personal skills that will make them discharge their duties effectively | Witnessing efficiency in operations of every employee,
Witnessing good relationships among employees |
| Compliance training | To educate employees on the business rules, laws, and regulations of both Korea and the U.S | Seeing a high level of compliance with the laws and regulations,
Less confrontation with regulatory authorities over business rules |
| Korean business culture | Enlightening non-Korean employees on basic Korean business culture | Seeing the trained employees practice some of the Korean cultures |
Recommendations
Global Pro Tech should set aside enough resources that help in developing South Korean-based employees and also provide them with good accommodation and other expenses,
While building the workforce for the South Korean branch, the management should consider diversity in that the team should be composed of employees from different backgrounds blending with the local Koreans who would help the company navigate the Korean culture.
When launching the establishment in South Korea, the company needs to have a partner Korean-based local company that will help it penetrate the market based on the fact that Koreans do not trust foreigners or foreign companies quickly.
Global Pro Tech needs to study and review all business regulations and laws in Korea before establishing its operations to avoid problems that may come with non-compliance
Conclusion
Global Pro Tech Company is determined to establish its presence in South Korea. However, the business and cultural environment in South Korea is quite different from that of the U.S. The company has a lot to do before launching its establishment. One of the most cumbersome tasks is employee development. Employees need to be developed through training to enable them to adapt to Korean business and cultural life. South Korean employees would need to be trained on American business laws, regulations, and practices. Some areas in which employees will need to be trained include soft diversity skills, teamwork, compliance, and Korean business cultures.
References
Calvello, M. (2021). Here’s Why Employee Development Is More Important than Ever. Retrieved from Retrieved from https://www.g2.com/articles/employee-development
Hosmer, D. (2015). The Manager’s Guide to Employee Development. American Society for Training and Development, 2015 M09 1.
Kim, H., Baik, K & Kim, N. (2019). How Korean Leadership Style Cultivates Employees’ Creativity and Voice in Hierarchical Organizations. Sage Journals. https://doi.org/10.1177/2158244019876281
Lipman, V. (2013). Why Employee Development Is Important, Neglected, and Can Cost You Talent. Retrieved from https://www.forbes.com/sites/victorlipman/2013/01/29/why-development-planning-is-important-neglected-and-can-cost-you-young-talent/?sh=96693496f633
O’Donnell, R. (2019). How to prepare employees to work in a global workforce. Retrieved from https://www.hrdive.com/news/how-to-prepare-employees-to-work-in-a-global-workforce/548093/
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Question 
SHRM. (2022). Developing Employees. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-
Consider the following scenario:
You are the Chief Human Resource Officer for Global ProTech. You have been given a directive to research and report on ways to develop employees on a global scale (parent-country nationals, host-country nationals, third-country nationals). Included in this development is not only traditional classroom training topics but other ways to develop employees of all ages and backgrounds. This includes Baby Boomers, Gen X, Millennials, and the new Gen Z.
Global Training and Development Report
To complete this assignment, review the Learning Resources for this week and other resources that you have found online, then respond to the following bullet points in a report that includes 3–5 pages of content, excluding the title page and references:
*Select one of the following countries to use in your report:
Brazil
Bolivia
South Korea
China
Vietnam
Afghanistan
Spain
Russia
Luxembourg
Saudi Arabia
Denmark
**Identify training programs as well as other opportunities for development that are based on the culture of the country that you have chosen and the business environment within that country. The final report will be delivered to the CEO and Board of Directors.
**Design a development plan (training and other forms of development) for both employees and managers of Global ProTech who reside in that country and those who are moving to that country to work (within 6 months). Examples of questions to begin your research (not limited to):
**What is unique about the culture of that country?
**What are some of the cultural norms that may differ from the U.S.? How do they view leadership and management? Participative? High control?
**How does that country address women and minorities in the workplace? Are there issues with diversity in that country?