Importance of International Training and Development in HUL

This report assesses the importance of international training and development within Hindustan Unilever (HUL). The study begins with an introduction that provides background information on globalization, international trade, and the role of employees as key assets in business operations. The report then explores the concept of international training and development, its significance in the FMCG industry, and relevant theoretical frameworks. The research investigates the impact of international training on business performance, and identifies issues faced by businesses while implementing such programs. The study emphasizes the strategic importance of international training and development for HUL, analyzing its impact on employee competitiveness, business growth, and global expansion. The report highlights the benefits of such programs in fostering leadership, enhancing employee performance, and driving overall business success. The research also examines the research rationale, aims, objectives, and research questions to provide a structured approach. The research structure includes an introduction, literature review, research methodology, and data analysis sections to present a comprehensive overview of the topic.

TO ASSESS THE IMPORTANCE OF
INTERNATIONAL TRAINING AND
DEVELOPMENT IN HINDUSTAN UNILEVER
COMPANY

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Background of the study...................................................................................................1
1.2 Research rationale............................................................................................................3
1.3 Research aims and objectives...........................................................................................4
1.4 Research questions...........................................................................................................4
1.5 Significance of the study..................................................................................................4
1.6 Research structure............................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................7
2.1 Introduction......................................................................................................................7
2.2 Concept of international training and development.........................................................7
2.3 Significance of international training and development in FMCG industry....................9
2.4 Theoretical framework for international training and development...............................11
2.5 Impact of international training and development on the business performance...........12
2.6 Issues faced by businesses while imparting international training.................................14
REFERENCES..............................................................................................................................16

CHAPTER 1: INTRODUCTION
1.1 Background of the study
Globalization has developed an effective and well developed platform for international
trade and business operations. Companies in the present era are effectively expanding their
business operations beyond national boundaries in order to create a well developed impact on
business growth and expansion (Noe, 2010). In the present era commercial operations are
directly affected by external factors such as technology, social/cultural factors or political factors
as well. Employees of the business are the assets of the business as in this conceptual era
innovation and creativity has become the integral part of commercial operations. According to
Mendenhall and Osland, (2012) employees are the only resources which can be trained and
developed 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 competitive
edge within the market. Hence, well developed actions are adopted by the firms to enhance
employee performance and growth in the company.
The rate of Multinational corporations/ enterprises have increased in the market since the
industrial era of 1990s. Liberal policies of the government and effective business planning has
helped the companies in developing high growth impact in international market. In addition to
this global business concept and liberal policies of the government has made the world market as
one big market (Tannenbaum, Kraiger and Smith-Jentsch, 2012). The development in one
company affects the operations of other organizations as well. The most appropriate example of
the same can be seen in technological industry. Product development by Apple in US affected
the sales of Samsung in South Korea which then invested in R&D to build a competitive market
position and fight the fierce global competition. Hence, from the above analysis of global factors
and its impact on business performance is clearly understood.
International Human Resource Management (IHRM) has recognised the significance of
employee competitiveness for managing business growth and quality of services for consumers.
The international arena of business performance has developed wide challenges and high buyer
expectations (Parker, Storey and Van Witteloostuijn, 2010). Different strategies are adopted by
the businesses to manage and maintain the business performance and profitability for the
companies. Employee development and performance is one of the key focus of IHRM in the
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present era of competitiveness. Ahsan and Gunawan, (2010) analysed in the study that a
competitive employee is worth a valuable asset to the firm as his/her productivity will lead
organization to grow and develop in the market. In order to enhance organizational performance
of the business international training and development programs are managed and implemented
by the companies for developing business growth aspects within the market.
International training and management development are the strategic development
programs adopted by the business units for enhancing business growth and performance. Saks,
Haccoun and Belcourt, (2010) defined international training and development programs links
personnel needs of the employees with international assignments of the company. In other words
international training programs undertake the global growth factors of the company to develop
employees for international competition and requirements. The stated measure focuses on
attaining 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 integrating
international training and management development. The focus of training program is on
enhancing present working skills of the employees along with behavioural development while
development focuses on increasing the ability of a person to handle a job responsibility. It helps
companies 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 widely
demanded by the companies. This industry operates in highly competitive market and consumer
loyalty 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 their
global flagships in different parts of the world. Hindustan Unilever Limited is a well established
Indian consumer good company which offers wide range of products and services to its buyers
analysing their changing needs and preferences. The parent company of the firm is Unilever plc
which is a well established Anglo-Dutch multinational consumer goods company. The company
has developed a strong supply chain in the Indian subcontinent and has employed more than
18000 employees for its successful business operations (Kolk and Van Tulder, 2010).
The company has effectively adopted international training and development programs in
order to enhance global competitiveness in the economy. This has helped the business in
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developing effective leadership and employment practices along with creating high growth
measures for employees. The present report will focus on analysing and understating the concept
and significance of international training and development practices for the success and growth
of the business unit (Weber, Rachman-Moore and Tarba, 2012). The thesis will also implement
wide range of theoretical tools and models in order to attain the business objective for the
business. Along with this the focus of the study will be on analysing the issues that the business
unit 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 of
international training and development practices for the business and will understand the impact
of the same on the business growth and success.
1.2 Research rationale
Global business practices in the present era demands well developed management of the
business operations and business activities in order to manage and maintain the business
operations of the company. The trend of international assignment and global leadership is
effectively developing in the economy which has helped the companies in developing high
growth aspects in the market (Schuler, Jackson and Tarique, 2011). In addition to this the
practices of global development and training helps the companies in managing the uniformity
and development for creating a successful business development (Denby, 2010). The present
study thus focuses on analysing the significance of international training and development
programs in HUL.
International training and development measures has developed a significant relevance in
International human resource management in recent years. It is because of the impact of global
factors and rising level of competition. FMCG is a volatile and dynamic industry. Global
operations 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 best
employer in global leadership ranking survey. The study will analyse and investigate the
practices adopted by the company for attain the stated position. Moreover, the extensive study of
the topic will help the researcher in analysing the practical application of theoretical frameworks
in actual business situations.
Hence, the research will shed light of different aspects of the topic in order to effectively
understand the strategic and managerial impact of the concept. It will develop an in-depth
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understating about the research skills and analysis. In addition to this the study will helps in
creating a wide understating about the issues that are faced by the businesses while implementing
international training programs for the employees. The analysis of the success of program and its
impact on business performance will help researcher in reflecting a clear and well developed
analysis of the research topic.
1.3 Research aims and objectives
The aim of the present study is “To assess the importance of international training and
development in Hindustan Unilever Company (HUL)”. The topic of the study is in-depth and
wide. In order to effective attain the research aim and developed a well structured thesis,
research objectives have been developed henceforth.
 To analyse the significance of international training and development in FMCG industry
 To critically analyse theoretical framework for international training and development
 To assess the impact of international training and development on the business
performance
 To investigate the issues faced by businesses while imparting international training
1.4 Research questions
Research questions have been developed in order to structure the thesis and adopt well
developed means of analysis for the study. It helps the researcher in develop a structured analysis
and assures that the study is not deviated from the topic. The research questions for the present
thesis are discussed below:
 Why is international training important for Hindustan Unilever Company?
 What are the training programs implemented by HUL for developing business
performance in the economy?
 Does international training programs effective for enhancing employee performance for
HUL?
 What are the international training issues faced by HUL?
1.5 Significance of the study
The significance of the study depicts the value of the analysis and its impact on further
evaluation of the topic. It helps the researcher in indicating the research value while analysing its
contribution in modern day literatures and studies. The present study has been developed on a
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contemporary and modern day practice which companies are adopting increasingly for
enhancing business growth and development within the market. The research will develop a well
developed understating of the significance of international training and development for business
performance. In addition to this the topic will help in analysing the strategic business analysis of
the company as well. The study will be useful for academic literatures and for aspirant research
who wish to carry out the research on similar topic. It will help the students in developing a clear
understanding of strategic business analysis and the impact of well developed business planning
and operations. The investigation of factors and critical analysis of the practice will be useful for
considering the overall impact of the research and its analysis in the present day era as well.
1.6 Research structure
Research structure helps in developing a clear and well defined format for undertaking
the research and attaining the research result. It develops a clear understating of different aspects
of the study and enhance the presentability of the report as well. The structure for the current
study will be as follows:
Chapter 1- Introduction- This section of the study provides a well developed overview of the
entire research and will focus on what issue has been faced by the industry which has helped
researcher in choosing the present topic. This section has developed a clear analysis of problem
statement and background of the research for developing base for the study.
Chapter 2- literature review- This section of the research will undertake a detailed and in-depth
analysis of research topic. This section of the study undertook an extensive secondary research in
order to analyse all past researches and theoretical models for the study. It helps in analysing the
research gaps for carrying out the study.
Chapter 3- Research methodology- This is the segment which deals with the application of
various tools and techniques to carry out the present research. It helps in developing a structured
and well defined thesis. The present study has adopted research onion method for developing a
detailed analysis of research design.
Chapter 4- Data analysis- This section of the study reveals the findings and analysis of the
overall study. It is a significant part of the study as it focuses on developing the research results.
This chapter will help in delivering well defined research results and interpretation of the same
which will helps in developing a well defined understanding for the learners.
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Chapter 5- Conclusion and recommendation- This is the last and most significant part of the
thesis. This section of the study will evaluate the overall research and will evaluate the results. It
links seeks research gap by analysing research objectives and findings. It will also include the
detailed discussion about how the company may improve the performance in the current
competitive era.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
In the present chapter, it discusses about the literature review in order to understand the
views and opinions of different authors regarding significance of international training and
development in businesses. However, the study helps in carrying out the critical impact of the
terms and its influence within the business working. In this part, it discusses a range of literature
with a motive to carry out understanding about the subject matter. Also, conceptual framework is
developed regarding training and development in international market. However, through
carrying out the literature section it helps in identifying the gap and filling it so that best results
can be attained. Hence, researcher requires different books, journals and online articles in order
to assess secondary information.
2.2 Concept of international training and development
According to the Wilson (2014) an enhancement in the number and influence of
multinational corporations as they have been growing their interest in international human
resource management in order to attain success within business. However, it is essential for
organization to provide effective training and development (T&D) to workforce so that they can
meet international standards in order to fulfil the organization needs. In the international era,
quality of business seems to be very critical as compared to domestic operations. However, Salas
and et. al., (2012) stated that business is required to adopt effective international organizational
strategy in order to implement it faster in order to develop international managers and attain
business success. Also, it has been noticed that the shortage of international managers is a crucial
constraint in order to successfully implement global strategies within firm.
Edwards, Sieminski and Zeldin, (2014) Stated that there are various international
companies undertake complex training and development process in order to train their employees
so that they can be involved in international operations. Also, there are different issues identified
in international training and management development in order to implement the same in
multinational organizations so that best results can be attained. However, international training
and development programmes are designed in order to improve the quality of primary care
provision and education in order to attain international standards. In accordance to Ashar and
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et.al., (2013) training and development is an ongoing process that helps organization to design
and influence the fulfilment of employees needs and helps them to perform effectively. Such
programs helps employees to develop their skills and abilities through using different educational
techniques and thus enhance their capabilities to attain results. Due to cross cultural adjustment it
helps in facilitating awareness among employees so that they can enhance their skills and
capabilities in order to perform the operations in international market.
As per the opinion of Percival, Cozzarin and Formaneck, (2013) multinational
organization involves cross cultural training to their employees so that they can plan to increase
the skills and knowledge and achieve satisfaction. However, in order to enhance the
effectiveness of cross cultural training programs or in regard to maximize the change that occurs
during the training following a systematic approach so that best results can be attained. Also, the
evaluation process involves establishing measures of effectiveness and thus developing research
designs in order to determine the different changes i.e. cognitive, behavioural and affective
which have occurred during the training program. Organizations working at international level
needs to develop their training and development programs in order to improve the skills and
knowledge of individuals so that set targets can be attained.
Warburton, (2013) stated that international training and development has its strategic
positioning and thus it directly contributes towards the business success. Multinational
corporations are imparting training through using new and innovative technologies in order to
provide training to employees such as programmed instructions (PI), computer/simulated games,
role playing and effective audio/video tools in order to enhance the skills and capabilities of
human resources within firm. However, Weber and et. al., (2015) argued that training and
development helps in improving the performance of business as well as through combining with
the conventional methods such as lectures, conferences, movie/films and case studies etc. Thus,
it helps in improving the skills and abilities of individuals in order to improve business
performance. Training and development refers to the process to obtain or transfer knowledge,
skills and abilities in order to accomplish every task within firm. Employers are required to
deliver effective training and development to the employees in order to meet the current and
future challenges faced within organization.
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As per the view of Mazur, (2013) training and development helps in building wide range
of learning actions for employees, ranging from training of the employees for their present task
and sharing knowledge in regard to enhance the business horizon and consumer service. T&D
focuses upon career development and thus it assists in expanding the individual, group and
business effectiveness so that effective knowledge, skills and capabilities can be build to attain
desired targets. In accordance Bø and Herbert, (2013) to comprehensive training and
development program helps in building effective knowledge, skills and attitudes in order to
achieve organizational goals and also assists in building competitive edge over rival businesses.
Also, it has been confined by the international human resource managers that main issues faced
by multinational corporations is regarding the issues related to training and development.
2.3 Significance of international training and development in FMCG industry
As per the view of van der Locht, van Dam and Chiaburu, (2013) international training
and development helps in maintaining close connection with the development of skills and
potential of individuals within firm. It involves four strategies in order to develop global leaders
in order to help them to work effectively in diversified teams and thus train them to fulfil their
needs. These four strategies are related to the expatriation management, integrating international
training and management development. However, training aims to enhance the current work
skills and behaviour while development aims to increase the abilities in regard to certain future
position of job i.e. managerial. It is significant for global leaders to set specific objectives in
regard to handle the responsibility of subordinates and thus enhance the skills and abilities of
individuals to attain desired goals. However, Short and et. al., (2013) argued that considering
such skills as crucial in regard to improve international competencies and thus effective
international training and development can be enhanced. Further, in such an ever changing
corporate world, it is essential for enterprise to enhance its training and development function so
that improvement in the skills of workers can be attained. HR department of FMCG company
needs to organize training sessions for their employees in regard to enhance their skills so that
they can satisfy the needs of customers effectively and efficiently (Weekley and Ployhart, 2013).
Training allows individual to obtain new skills, sharpen current one and thus perform
better in order to improve the productivity of leaders within firm. However, employees are
required to ensure that the employees are required to provide effective training sessions so that
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