Search

Search Results

• Soft Skills Workshops with External Trainers: Getting Them Right

  54-70

  Troy B. Wiwczaroski

  Borka Richter

  Views:

  47

  Soft skills development workshops can serve multinational organizations towards the
  improvement of internal communication between employees of various language backgrounds
  attempting to collaborate on tasks and issues in performing their daily activities. Employer and
  management expectations of these workshops may not be consistent with those of employees
  and this gap can lead to employee pushback and even refusal to internalise and utilise the
  envisioned workshop key learning points that management wants them to develop. On the bases
  of years of professional experience as co-trainers holding soft skills development workshops and
  receiving employer and employee feedback on their work at dozens of multinational companies
  in Europe, the authors discuss critical milestones which must be met by management, in order to
  lay the groundwork for more successful soft skills workshops at their organisations.

• Functions of global career management

  49-64.

  Szondi Reka

  Views:

  69

  Maintaining competitiveness is one of the long-term strategic goals for companies. Beside
  tangible and intangible assets, the value of human capital is continuously growing, due to
  changes in the labour market. A loyal, highly skilled employee makes a significant contribution
  to organizational success through competencies, experience, and skills. The career management
  system of multinational companies became more attractive by the possibility of international
  assignments, which is a very complicated process requiring complex planning. This system is
  considered global for several reasons: its transnational nature, international experience gained
  by the employees and the achievable career on a global scale for the individual (as a part of a
  successful process).
  Creating a global career management system thus involves a number of HR functions.
  Emphasis should be placed on finding suitable employees, selecting, onboarding, mentoring, on
  methods and the evaluators in the performance appraisal process, providing feedback on a
  regular basis and in an appropriate manner, achieving and maintaining motivation, developing
  competencies and supporting the balance in mental health.