Identification Of Issues : A New Office Of A Foreign Country Under A Completely Different Culture Than United Kingdom

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Talent management tend to be critical, however most of the organizations end up flounder in the case of effectively leveraging a state of the art technology solution. The basis of the difficulties comes from the business benefits that have sharply diminished in the event of failure by the organization to take advantage of talent solutions that have integrated completely with the core human resource system of records as well as with one another, (Bill Millar, 2007). Due to this, organization will always fail to have a decided competitive advantage on the part of

As Shen, Chanda, Netto, & Monga (2009) point out, "workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity, and culture," (p. 235.). These differences will vary from place to place, and from organization to organization. Therefore, the human resources management must respond to the situational variables, not making generalizations about the needs of the organization to promote diversity and the strategies that can be implemented. The human resources manager risks wasting valuable resources on procedures, policies, and programs that are not fruitful in promoting genuine employee integration without understanding the specific variables impacting the organization at the moment. As the organization has already seen, hiring a diverse workforce is an insufficient action. Having an organizational culture that supports and promotes total team integration is a process requiring the support from every level of management. Management needs to play an active role in ensuring that diversity is represented in senior positions, if it hopes to see a productive and diverse workforce of subordinate personnel.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

In case the company needs to hire new employees, their training must involve the company’s goals, mission and vision. They must also have

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

a. Diversity is an ethical imperative for any organization; it is “A major local, national, and international challenge and an opportunity for every human being if we are to live in a peaceful and healthy world”. As a leading organization in the Healthcare industry, “The twenty-first century managers know that managing diversity is a key fundamental strategy to effectively manage employees to get results. Therefore, for the twenty-first century organization, the true sustainable advantages and a long-term competitive edge come from the success of each individual manager and employee within the organization” (Alexander, 2015 pg. 13). The case for diversity consists of diversity 's contribution to one or more of four factors. The four are, “increasing revenue or gross margin; enhancing compliance or reducing litigation risk; enhancing corporate goodwill (to become the "employer of choice);" and as part of tone at the top, when corporate leadership believes diversity is "the right thing to do." (Orenstein, 2005 pg. 22).

If an organization is serious about leading and managing a diverse workplace, they must prepare a plan of managing cultural diversity not only for the current status of the diversity in their organization but also for the very starting point of accommodating new employees with different cultural backgrounds. It is all about the preparation for recruiting different cultural backgrounds.

In some cases, people will have a large work load. If the organizational change could change their work load they may embrace the proposed changes as well. Change has a way of affecting everybody that is involved, so they will need to understand the benefits of the proposed changes.

Management must promote the contribution of each diverse perspective as well as to recognize and appreciate wide-ranging cultural differences. Another reason organizations are embracing is the fact that the diversity in their employees has a direct impact on the diversity of their consumers and customer base. However, there are also issues managers must contend with such as a lack of cohesiveness, interpersonal conflicts, difficulties in decision making and communication, and lastly resistant to change (Nelson, 2013, p. 53). Finally, managing and placing value on diversity in the workplace is not as much changing in company policy as it is changing mindsets and attitudes. Diversity should be a corporate value, a top priorityfor managers, and a vital objective for any organization along with becoming a foundation to the organizations strategic blueprint. Diversity does have its advantages; the benefits of diversity include attracting and retaining the best employees, as well as improved marketing efforts, superior problem solving, and enhanced flexibility within the organization along with the obvious creativity and innovation diversity brings (Nelson, 2013, p.

The pace of learning should be accelerated and training and development objectives should focus on keeping employees update with advanced and latest technology so that their knowledge doesn’t run obsolete and reduce their productivity. Learning should also focus on providing employees with knowledge of the entire system as this would help them integrate the vast business. The learning portfolio should be diversified and make use of internet to trainemployees across the globe.Training should also focus on improving customer service as the customersare the focus of every business. If customers are not satisfied with the products or the personnel of the company, the company faces the risk of losing market share.

When we begin working for an organization, we expect our duties to stay the same. We become use to what the norm is for us on a day-to- day basis. However, when an organization comes across an issue that can affect the company, change is necessary. We must be ready to accept change at any moment. The organization must first be able to identify what the problem is and how its effecting the organization. Once the company identifies the problems, a leader and manager will work together to decide what’s best for the company. If everyone accepts the change, the organization will began to see growth.

The modern time is about change in variables existing in the environment that surrounds any organization. The corporate therefore has to plan the uncertainty in a limited time span focusing on training and development of staff ( Delahaya,2011,p.2). The most critical component for success of the organizations rest on how competent and knowledgeable their staffs are. Likewise the investment has to made on the human resource so that they are efficient and effective enough to reach the company goals.

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Talent management is done to ensure that all the fields in the organization have their workforce to ensure their smooth operation. The organizations are able to identify key positions and ensure that they are never void (Berger, 2004). This will result to continuity of its operations at all times. High performance is therefore maintained.