Global Automobile Manufacturer Training and Development Proposal

This report outlines a comprehensive new hire orientation program designed for a global U.S. automobile manufacturer expanding into the Eastern market (China, Japan, and Singapore). The report addresses the Eastern market's perspective on new hire orientation, suggesting tailored approaches to enhance its effectiveness. It analyzes the trainer-learner relationship within this cultural context, emphasizing the importance of a positive dynamic for employee success. Furthermore, the report proposes that the new hire orientation be delivered by a trainer fluent in the local language to facilitate clear communication and foster a strong professional rapport. The report emphasizes the significance of cultural sensitivity in training and development, ensuring that the program aligns with the values and expectations of the Eastern market employees.

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of the Student:
Name of the University:
Author Note:

1Training and Development
Table of Contents
Answer to question 1:......................................................................................................................2
Answer to question 2:......................................................................................................................3
Answer to question 3:......................................................................................................................4

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Answer to question 1:
It is necessary to provide orientation to the newly hired employees because they need to
get introduced with the organizational policies, responsibilities, working environment. They
should be provided a brief overview of their job role and responsibility (Srimannarayana, 2016).
When the new orientation program is provided to the Eastern market employees then it will be
told to them that it is for their own benefit because they will get know about their organization
more and get an idea of how much of the pressure they have to handle and how to manage their
working roles and responsibilities as well.
New employees can be provided these three types of employee orientation program and
they are following:
 Investigation orientation – here the new employees will be provided the training which
will be mainly based on the cognitive activities rather than affecting activities because it
is more practical for the employees now-a-days. The employees who will be provided
this orientation are mainly biologist, college professor and chemist (Melton & Hartline,
2013).
 Conventional orientation – this orientation program is provided to those who will be
working for the structured and rule-regulated as well. Here the employees will be those
whose needs matches with the needs of the organization like bankers and accountants.
 Artistic orientation – here the employees are more attached with their job because they
chose this career as their passion. The employees can express their emotions, artistic
creations and self-expression. These employees are mainly provided with minimum

3Training and Development
orientation because they are allowed to explore as that is the main aim of the
organization.
Answer to question 2:
The Eastern market perceives that there is positive relationship between trainer and
learner because employees when they get newly hired, enters with a motivation that they will
learn new and gain some practical knowledge to apply it into their job and achieve their career
goal. Training will have a great impact in the performance of the employee. If there is a positive
relation between the trainer and learner then it will further help the employees to achieve their
career goal. Trainee enhances the knowledge, ability, skills, behavior and competencies of the
employee. A good relation with the learner helps the employee to understand the personal
perspective of the employee and their weak as well as strong points (Park et al. 2018). Trainee
can work on the weak points accordingly and enhance the strong points of each and every
employee because each of them needs different kinds of customized training schedule which will
help the employees to understand the module better. Even the employees should also try to
interact more with the trainer so that they can understand them better. The employees should be
more creative, innovative and proactive so that adopting the techniques from the learning session
becomes easier. Giving more time to the learner who have more weak points will help those
employees to understand better and sustain their interest over the organization because they
would think that the organization is interested to work with them and enhance their knowledge
regarding their job responsibilities (Wieland & Flavel, 2015).

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Answer to question 3:
It is necessary to hire a trainer who can easily communicate with the trainees in their
local language. It is important to have a trainer with a knowledge of local language because then
the trainees can easily ask for help without any hesitation and they can have a good professional
relationship with them as well. When there will be any complicated policy regarding the
organization then it can be easily communicated with the trainees (Caldwell & Peters, 2018).
With a communication gap, the trainee’s sometime feels unsecured about their job security and
they do not get motivation that quickly which can become quite problematic for the organization.
Even if the trainer is not fluent with the local language then the organization can hire a translator
who can translate the term and lessons to the trainees into the local language. It is very important
to have a good connection between the trainer and trainee because then the trainers would be
able to clear out each and every doubt of theirs easily and get motivated which will in future help
the organization only to earn profit with the help of many valuable and motivated employee who
will help the organization to move further and flourish more (Burns, 2016). If the organization
hires a trainer who can only understand one language apart from the local language then it will
be very difficult for the trainee to understand anything properly and it will also impact the
trainees negatively and leave a bad impression of the organization.

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References:
Burns, K. (2016). Perceptions of new employee orientation. Unpublished manuscript). The
University of Alabama, Tuscaloosa, Alabama.
Caldwell, C., & Peters, R. (2018). New employee onboarding–psychological contracts and
ethical perspectives. Journal of Management Development.
Melton, H. L., & Hartline, M. D. (2013). Employee collaboration, learning orientation, and new
service development performance. Journal of Service Research, 16(1), 67-81.
Park, C., Jun, J., Lee, T., & Lee, H. (2018). Customer orientation or employee orientation:
Which matters more? The moderating role of firm size. Journal of Business & Industrial
Marketing.
Srimannarayana, M. (2016). Designing new employee orientation programs: an empirical study.
Indian Journal of Industrial Relations, 620-632.
Wieland, S., & Flavel, B. S. (2015). The relationship between employee orientation, financial
performance and leverage. Social Responsibility Journal.