Most organizations look for better ways of increasing the effectiveness and productivity of employees. Staff training forms one of the methods implemented by organizations to manage diversity in workplace. According to Aguinis & Kraiger (2009), employee training on cultural diversity is of great benefit to an organization because it increases the relationship between employees in an organization. Training would act as one of the most pervasive methods for communicating organizational goals across different cultures working in the company. In addition, the human resource management should understand the potential impact and costs associated with employee training programs in order to come up with an effective design and evaluation features. According to Chen (2005), training follows two main steps. These are identification of stakeholder needs and turning decision into action. Practical implementation of new training programs assists in boosting an organization structure by creating a global awareness that attracts more customers. In addition, some practical causes assist employees in managing business cultural diversity through effective staffing, improvement of organization culture, and fair distribution of responsibilities regardless of tribe, sex, gender, or race (Chevrier, 2011).
Observation trips: This method will be useful in branches located in countries that lack formal training. This implementation process offers an excellent practical example for workers because it provides them with a chance to have direct observation of activities.
In-country counterpart training: In this implementation process, the organization will make use of an external experienced consultant. The organization will hire short-term consultancies that feed employees with the necessary training knowledge. The management will have to dedicate few hours for this program, probably in the evening before employees retire to their homes. This method will be used in departments where employees are busy.
Conference and Seminars: This method has ready prepared manuals by international institutions that are presented to employees during training period. The method is more effective when the management focuses more on particular components of the training program, like for this case, retention strategies for diversity. Conferences and seminars also promote longer training programs and information sharing between organizations.
In order to ensure the success of a training program, the end results must be analyzed and measured. The results will be measures through evaluating individual employees after the end of a training program. To ensure the validity of training, the organization will evaluate its performances after the training and compare with the previous performances to determine the difference. In addition, the human resource manager will play a great role in monitoring the relationship between employees who come for different cultures.
The manager should make the workplace an interesting place for employee to enjoy staying at. An employer should examine many aspects of the organization and gives first priority to those aspects that motivate employees and increase the attendance. Various factors are valued by an employee in a work place. These are comfort ability, healthy environment, flexible working hours, daycare facilities and recreation and leisure facilities. Some of these materials seem expensive but, at the long run they save the organization a lot of unnecessary costs. Secondly, the company should introduce attendance management programs. The attendance management program keeps records of employee’s attendance in terms of the arrival time and departure time. Most common systems use individual finger prints where an employee must press a gadget before starting daily duties. This program eliminated cases where an employee lies of his or her attendance since the records are saved in a computer and are available at any time (Cartwright & Cooper, 2009).
Aguinis, H. & Kraiger, K. (2009). “Beneﬁts of Training and Development for Individuals and
Teams, Organizations, and Society”. Annual review of Psychology. Rice University.
Cartwright, S., & Cooper, C. L. (2009).The Oxford handbook of organizational well-being.
Oxford: Oxford University Press.
Chen, H.-T. (2005). Practical program evaluation: Assessing and improving planning,
implementation, and effectiveness. Thousand Oaks, Calif: Sage.
Chevrier, S. (2011). Cross-cultural management in multinational project groups. Journal of
World Business. Vol. 38, No. 2, summer. pp. 141–149.