Working abroad at one of the thousands of American or foreign multinational firms can be exciting and look good on your résumé. But is an international job assignment a step up the ladder to a more rewarding career path or a potential minefield of professional and family risk? The answer depends as much on an employee’s family situation as his or her ambition, as well as how well the company supports and handles a transfer to an international location. International job experience is increasingly seen as an essential leadership competency; therefore, many companies have developed robust rotational programs designed to give individuals critical global experience. According to the BGRS 2016 Global Mobility Trends Survey, providing high levels of service to relocating employees and their families is a fundamental expectation. Brookfield Global Relocation Services (BGRS) is a talent mobility and relocation services firm that manages more than 60,000 relocations in 140 countries each year for its corporate and government clients. With 15 offices around the world, the company’s staff (that speaks 40 languages) can tap into their network of 1,900 trusted suppliers to help employees and families acclimate to their new work and home environments. Increasing numbers of recent college graduates and experienced professionals are offered opportunities for overseas work assignments ranging from a few days to 24 months or longer. But acclimating to a new country and culture, as well as a new work environment, can be daunting and involves some unique challenges. Challenges face expatriates aside from the demands of work include:
With 189,000 worldwide staff and partners, KPMG International is one of the world’s largest professional services and accounting firms, with a presence in 152 countries. Through programs like the KPMG Global Opportunities (GO) program, the professionals at KPMG can explore job rotation assignments, transfer to a new location, or change to a new job function or group. The company’s Career Mobility Connection tool allows employees to evaluate opportunities based on their interests and to seek guidance from a transition advisor on potential career opportunities. KPMG has developed several programs and standards to guide employees and establish consistency, whether they work in the United States or abroad. One of the most important is the KPMG Code of Conduct, which defines the values and standards by which KPMG conducts business and is intended to help guide actions and behaviors of its global workforce. Every year, all KPMG employees and partners are required to affirm their agreement to comply with the Code of Conduct. In addition, all partners and employees are required to complete mandatory training that reinforces the principles of the Code and further builds understanding of the firm’s expectations. Critical Thinking Questions
Sources: Corrine Purtill, “Expat Couples Do Best When They’ve Moved for the Woman’s Job,” Quartz at Work, December 6, 2017; https://work.qz.com/1134685/expat-co...he-womans-job/; Donald Murray, “The 7 Greatest Challenges of Moving Overseas and How to Resolve Them,” International Living, March 15, 2018, internationalliving.com/the-...-resolve-them/; “KPMG’s Code of Conduct,” Accessed March 15, 2018, home.kpmg.com/us/en/home/abo...f-conduct.html. Chapter # 7Traditional Training MethodsIntroductionfor most companies training methods have to be developed or purchased within a budget, there usually is asense of urgency for the training, and training must be made available to those employees who need itprovides an overview of the frequency with which various training methods are used. Instructor-led classroomtraining still remains the most frequently used method. Regardless of whether the training method is traditionalor technology-based, for training to be effective it needs to be based on the training design. Needs assessment,a positive learning environment, and transfer of training are critical for training program effectiveness.One of the more recent yet effective methods of business training is gamification. By providing learning games to your employees, you can teach them the skills you want them to develop in a fun and less stressful environment. Compared to the conventional training practices, games enjoy a higher level of engagement and you can communicate more information to the learners in a shorter time period. However, it is important that you are aware of the different types of business training games before you invest in one to make sure you are making the right decision for your employers. It is no secret that learners are able to retain information better if they are interested in the medium of learning and are motivated to learn. Games address both these common issues, ensuring you can train your employees in a more engaging manner. That being said, you do have to make sure the content of the games, i.e. the learning material, and the actual game play are conducive to generating and retaining user interest. This is why it is crucial that business training games are developed keeping the end user in mind. As compared to the conventional means of eLearning, which usually involve quizzes and training sessions, games are more exciting. In fact, even games which are slightly difficult to master capture the interest of the learners. The key to making this work is making the game great to look at and at the same time ensuring a high level of interactivity. The numbers back the theory that business training games deliver the results you are hoping for. For one, the learners are over 10% more likely to retain the factual information communicated to them through games as compared to other mediums. Plus, they have a 10% greater chance of actually remembering what they learn and retaining it for a long time if they played training games. As far as skill-based learning goes, the improvement will be close to 15%. So, it is clear that business training games are highly effective for training employees and helping them develop new skills. However, as mentioned above, it is crucial that you select the right type of game for the learners. Here’s a look at 3 types of business training games that you can choose from:
Learning Outcomes
If those criteria are driving your choice of training, here’s the link: Training Methods: A Review & Analysis. What is perhaps more valuable than the analysis is the prompt to look beyond the usual employee training method “suspects,” which generally include apprenticeships, internships, on-the-job training, lectures, job rotation, simulations and e-learning. To those, author Tony Lam adds: case study, games-based training, job shadowing, mentoring, programmed instruction, role-modeling, role play, stimulus-based training, and team training. The methods are defined, as in Lam’s review, briefly below:
To the disputed learning theory point: one of the frameworks that is often cited and, in fact, used as the basis for training method/program design or selection is referred to as the Learning Pyramid or “cone of learning,” which purports to reflect the rate of learning retention after a 24-hour period based on 7 different types of learning ranging in effectiveness from lecture (5%) at the top of the pyramid to teaching others (90%) at the base. Specifically, the model states that “We do better as teachers and trainers if we let learners see, hear, experience, try and teach it to others.” In a WorkSMART blog post titled The Myth and Mystique of the Learning Pyramid, the author notes that “the model could never be substantiated by research findings” and cites research commissioned by Cisco that concluded “ the optimum design depends on the content, context, and the learner [and that] most effective designs for learning adapt to include a variety of media, combinations of modalities, levels of interactivity, learner characteristics, and pedagogy.” Further research published in Education concluded that “for successful learning experiences, students need to experience a variety of instructional methods and that direct instruction needs to be accompanied by methods that further student understanding and recognize why what they are learning is useful.” Key takeaway: check your assumptions—and evaluate learning results—to arrive at your own conclusions about what works for different learners, learning retention and, ultimately, employee performance. Training with TechnologyAI will have three powerful impacts on learning and development:
Coming full circle, BasuMalick invites the reader to “imagine a future where AI instructional designers are taking charge of virtual classrooms, powered by real-time case studies and simulations.” Contribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More |
On-the-job training, simulations, and business games are all types of -on-training methods.
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