Training and Development Strategies
Added on 2020-01-21
21 Pages7184 Words272 Views
Business DevelopmentLeadership ManagementHigher EducationLanguages and CultureEconomicsPolitical Science
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TO ASSESS THE IMPORTANCE OFINTERNATIONAL TRAINING ANDDEVELOPMENT IN HINDUSTAN UNILEVERCOMPANY
TABLE OF CONTENTSCHAPTER 1: INTRODUCTION....................................................................................................11.1 Background of the study...................................................................................................11.2 Research rationale............................................................................................................31.3 Research aims and objectives...........................................................................................41.4 Research questions...........................................................................................................41.5 Significance of the study..................................................................................................41.6 Research structure............................................................................................................5CHAPTER 2: LITERATURE REVIEW.........................................................................................72.1 Introduction......................................................................................................................72.2 Concept of international training and development.........................................................72.3 Significance of international training and development in FMCG industry....................92.4 Theoretical framework for international training and development...............................112.5 Impact of international training and development on the business performance...........122.6 Issues faced by businesses while imparting international training.................................14REFERENCES..............................................................................................................................16
CHAPTER 1: INTRODUCTION1.1 Background of the studyGlobalization has developed an effective and well developed platform for internationaltrade and business operations. Companies in the present era are effectively expanding theirbusiness operations beyond national boundaries in order to create a well developed impact onbusiness growth and expansion (Noe, 2010). In the present era commercial operations aredirectly affected by external factors such as technology, social/cultural factors or political factorsas well. Employees of the business are the assets of the business as in this conceptual erainnovation and creativity has become the integral part of commercial operations. According toMendenhall and Osland, (2012) employees are the only resources which can be trained anddeveloped for better and enhanced performance in the economy. Saks, Haccoun and Belcourt,(2010) stated that employees are the sources which helps companies in developing a competitiveedge within the market. Hence, well developed actions are adopted by the firms to enhanceemployee performance and growth in the company. The rate of Multinational corporations/ enterprises have increased in the market since theindustrial era of 1990s. Liberal policies of the government and effective business planning hashelped the companies in developing high growth impact in international market. In addition tothis global business concept and liberal policies of the government has made the world market asone big market (Tannenbaum, Kraiger and Smith-Jentsch, 2012). The development in onecompany affects the operations of other organizations as well. The most appropriate example ofthe same can be seen in technological industry. Product development by Apple in US affectedthe sales of Samsung in South Korea which then invested in R&D to build a competitive marketposition and fight the fierce global competition. Hence, from the above analysis of global factorsand its impact on business performance is clearly understood. International Human Resource Management (IHRM) has recognised the significance ofemployee competitiveness for managing business growth and quality of services for consumers.The international arena of business performance has developed wide challenges and high buyerexpectations (Parker, Storey and Van Witteloostuijn, 2010). Different strategies are adopted bythe businesses to manage and maintain the business performance and profitability for thecompanies. Employee development and performance is one of the key focus of IHRM in the1
present era of competitiveness. Ahsan and Gunawan, (2010) analysed in the study that acompetitive employee is worth a valuable asset to the firm as his/her productivity will leadorganization to grow and develop in the market. In order to enhance organizational performanceof the business international training and development programs are managed and implementedby the companies for developing business growth aspects within the market. International training and management development are the strategic developmentprograms adopted by the business units for enhancing business growth and performance. Saks,Haccoun and Belcourt, (2010) defined international training and development programs linkspersonnel needs of the employees with international assignments of the company. In other wordsinternational training programs undertake the global growth factors of the company to developemployees for international competition and requirements. The stated measure focuses onattaining the four strategies of business which seeks for developing global managers:international travel; the formation of diversified teams; international assignments and training(Huber, 2011). These four strategies relate to expatriation management, particularly integratinginternational training and management development. The focus of training program is onenhancing present working skills of the employees along with behavioural development whiledevelopment focuses on increasing the ability of a person to handle a job responsibility. It helpscompanies in developing high competitiveness in the market. Fast moving consumer goods industry is one of the most dynamic business sector.Control over business operations, distribution channels and production function is widelydemanded by the companies. This industry operates in highly competitive market and consumerloyalty is directly related to product availability, quality and price (Iles, Chuai and Preece, 2010).This sector has widely developed and grown in the economy. Companies has established theirglobal flagships in different parts of the world. Hindustan Unilever Limited is a well establishedIndian consumer good company which offers wide range of products and services to its buyersanalysing their changing needs and preferences. The parent company of the firm is Unilever plcwhich is a well established Anglo-Dutch multinational consumer goods company. The companyhas developed a strong supply chain in the Indian subcontinent and has employed more than18000 employees for its successful business operations (Kolk and Van Tulder, 2010). The company has effectively adopted international training and development programs inorder to enhance global competitiveness in the economy. This has helped the business in2
developing effective leadership and employment practices along with creating high growthmeasures for employees. The present report will focus on analysing and understating the conceptand significance of international training and development practices for the success and growthof the business unit (Weber, Rachman-Moore and Tarba, 2012). The thesis will also implementwide range of theoretical tools and models in order to attain the business objective for thebusiness. Along with this the focus of the study will be on analysing the issues that the businessunit face while adopting the international training and development programs in the companies.Hence, it can be analysed that the study will undertake a detailed and in-depth analysis ofinternational training and development practices for the business and will understand the impactof the same on the business growth and success. 1.2 Research rationaleGlobal business practices in the present era demands well developed management of thebusiness operations and business activities in order to manage and maintain the businessoperations of the company. The trend of international assignment and global leadership iseffectively developing in the economy which has helped the companies in developing highgrowth aspects in the market (Schuler, Jackson and Tarique, 2011). In addition to this thepractices of global development and training helps the companies in managing the uniformityand development for creating a successful business development (Denby, 2010). The presentstudy thus focuses on analysing the significance of international training and developmentprograms in HUL. International training and development measures has developed a significant relevance inInternational human resource management in recent years. It is because of the impact of globalfactors and rising level of competition. FMCG is a volatile and dynamic industry. Globaloperations and efficient management is one of the key aspects of the success of the industry.HUL is one of the renowned and well established company which has been ranked as 3rd bestemployer in global leadership ranking survey. The study will analyse and investigate thepractices adopted by the company for attain the stated position. Moreover, the extensive study ofthe topic will help the researcher in analysing the practical application of theoretical frameworksin actual business situations. Hence, the research will shed light of different aspects of the topic in order to effectivelyunderstand the strategic and managerial impact of the concept. It will develop an in-depth3
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