According to Casse and Banahan (2007), the different approaches to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organisations. The current traditional training continuously facing the challenges in the selection of the employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this, they advising on all the problems, which reiterates the requirement for flexible approach. Usually the managers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they must follow the five points highlighted by Miller and Desmarais (2007). According to Davenport (2006), mentioned in his recent studies that it’s easy to implement strategy with the internet supported software.
Some of the Training theories can be effective immediately on the future of the skill and developments. The “content” and the “access” are the actual factors for the process. It is a representation itself by the Access on main aspect what is effective to the adopted practice in training development. As per the recent theories to access the knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new meaning of information with electronic learning use. There is a survey confirmation for using classroom to deliver the training would drop dramatically, (Meister, 2001).
A manager is that what the other members of the organization wants them to be because it is a very popular trend of development training for the managers in the training for the management (Andersson, 2008, Luo, 2002). Most of the managers seems to reject a managerial personality in support of the other truth for themselves (Costas and Fleming, 2009). It has been constantly used in the education of the employees and certification and the training for the customer. The Internet is having a vast capacity to satisfy the needs of the staff and to cut the cost because there are no binding needs of being present in the classroom (Kiser, 2001.)
Though its not that difficult to see the use of internet as the in accessing all the learning need. Specially, when providing training to huge number of staff, the net can be a lethal tool to cut the cost big time. This shows the change from a fully pre-scheduled curriculum in to open and just in time access (Anderson, 2000). The training content is changing from being instructor centric in to learner centric which is, to be honest, more adoptable for the learner to learn at their own pace (Gotschall, 2000). The theory of actively learning is started with the propose inquiries of the problem where the participants in the procedure attempt to make skills about the inquiries throughout chain actions and reactions (Yorks, 2000).
Shen and Edwards, (2004) You will hardly find any research into international training and management development of Multinational Enterprises. Not only that especially into International Human Resource Management of Multinational Enterprises initiating from economies other than Western market ones (Shen and Darby, 2004). Scullion and Starkey (2000) also said that “In the international arena, the quality of management seems to be even more critical than in domestic operations, especially when it is related to the training and development of the employees.”
The training and development deals with the fostering, recognising, promoting and using the international managers as the main issues include the international management development scheme. The approach to international development and training management, factors affecting approaches and promotion criteria to the development and international training management can be expected for playing a main role in MNEs...