Human Resource Development and Teaming in a Global Environment

Human Resource Development and Teaming in a Global Environment

Technical skills training entails teaching new employees the job’s technological requirements and aspects, including using different computerized systems to accomplish assigned duties (Laker & Powell, 2011). For example, training employees to use the customer relationship system to call customers or find new prospects. On the other hand, soft skills training focuses on equipping employees with skills to enhance relationships with various stakeholders (Laker & Powell, 2011). Soft skills training might include teaching employees how to establish rapport, answer phone calls, welcome customers, and maintain relationships.

From a global perspective, some countries focus more on soft skills training than on technical skills training. Soft-skills training is emphasized because it is significantly more challenging to transfer soft skills from training to the job than technical skills (Laker & Powell, 2011). This difficulty in transferring soft skills results in an increased cost of money, energy, and time.

In addition to traditional approaches to training, companies use modern approaches such as innovative technologies to develop employees. Modern approaches to employee training and development include e-learning such as webinars, interactive videos, digital training modules, virtual online sessions, gamification, and virtual reality (Maršíková & Šírová, 2015).

Local cultures and practices play a significant role in influencing how different countries approach different types of development. Local cultures or practices strongly impact people’s understandings, interpretations, and assessments of their work colleagues and customers (Khan & Law, 2018).

In the global workplace, the term ‘team’ means a group of employees working remotely across different time zones and countries to accomplish the collective objectives of a specific organization (Mockaitis, Zander, & Cieri, 2018). Teams are critical to an effective workplace, considering that organizations can immensely benefit from the diverse cultures, values, skills, expertise, and know-how associated with a global team (Mockaitis, Zander, & Cieri, 2018).

References

Khan, M. A., & Law, L. S. (2018). The Role of National Cultures in Shaping the Corporate Management Cultures: A Three-Country Theoretical Analysis. Organizational Culture, DOI: 10.5772/intechopen.78051.

Laker, D. R., & Powell, J. L. (2011). The Differences Between Hard and Soft Skills and Their Relative Impact on Training Transfer. Human Resource Development Quarterly, 111-122.

Maršíková, K., & Šírová, E. (2015). Perspectives of employee training and development: methods and approaches. ACC Journal, 13-23.

Mockaitis, A. I., Zander, L., & Cieri, H. D. (2018). The benefits of global teams for international. The International Journal of Human Resource Management, 2137-2158.

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

According to a survey conducted by the Society for Human Resource Management and Globalization Partners, global teams are decidedly collaborative despite the challenges of language barriers and time zones. In fact, global HR professionals indicated that collaborating across time zones topped the list of their biggest challenges. Global teams also reported fewer problems than those working in the same location. (SHRM & Globalization Partners, 2019). In addition to the challenges of dealing with multiple time zones, global teams and the organizations they work for are struggling to create inclusion and acceptance of diversity despite the benefits that diversity brings to teams and organizations.

Human Resource Development and Teaming in a Global Environment

Global teams can overcome some of the challenges related to global time zones and scheduling issues through the use of technology, including email and team collaboration hubs. But how do organizations ensure that teams feel included and valued? Is this the responsibility of the HR manager? If it falls on the HR department to conduct training and professional development, what type of coaching would be appropriate, and does it depend on where the training occurs? Does the culture impact the decision to provide training or the type of training? Can inclusion and the value of diversity be taught?

In this Discussion, you will explore the differences between soft skills and technical skills and the training needed to develop those skills. You will also discuss the different types of development and if training decisions are based on local culture or practices. In addition, you will also explore the use of teams in the global workplace.

**What are the differences between soft skills and technical skills training?
From a global perspective, do some countries focus more on one or the other? If so, why?
**How do companies develop employees in addition to traditional approaches to training programs?
**How do different countries approach different types of development depending on the local culture or practices?
**What does the term ‘team’ mean in the global workplace?
**Why are teams critical to an effective workplace? Are there times when a team is not needed and an individual contributor role is more appropriate?