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Managing a team with members from different cultural background and nationality has its own unique dimensions and challenges. Typically organizations have different training modules which train people on cross cultural aspects before they get exposed to the people of various nationality and culture. Research shows that most of the organizations have few common issues which inhibit the advancement of diverse groups in the workplace : (1) negative attitudes and discomfort toward people who are different, (2) discrimination, (3) prejudice, (4) stereotyping, (5) racism, and (6) bias. In one of the HBR series discussions , Navi Radjou, VP at Forrester Research shares his insight on why Indians score over their western counterparts. He asked senior execs at both Western and Indian multinationals with R&D operations across US, Europe, and India what challenges they face in managing their firms’ transnational innovation networks. They pointed out that the biggest hurdle is socio-cultural, ...

If there's one thing that's tipping the scales for fresh employees and leaving the veterans out in the cold, it's salary compression. There's no room for loyalty to the company when market conditions have to be taken into consideration and new hires have to be paid according to industry standards. With the internal annual rate of increase between 4 and 7 percent and the industry annual rate of increase touching 10 to 15 percent, there's a huge disparity between what more experienced workers earn and what their fresh-faced counterparts just setting foot in the company make. The situation is compounded year after year, as those with the company for a longer period of time continue to earn comparatively less than those who've come after them. HR professionals and managers have been put in a bind by salary compression – they're forced to pay the going rate for the best of the new talent to hit the market even as they risk the ire and resentment of individuals wh...

ROI on Training and Leadership programs Training evaluation usually takes into account the following factors. • Reaction-How the participants reacts to the program • Learning-Depending upon the nature of the program ways to measure the learning has to be worked out. • On Job behavior -To access the effective changes for the desired result on the team and the individual. • Business result-how the change in behavior has positively impacted business result. • Calculating the return on investment (ROI). Most of the organizations focus only till stage 4 of the evaluation process. Typically there are 3 aspects which are considered to be looked at under ROI. • Desired Impact - has the training program been effective it facilitating change as it was desired. Training is one of the many tools available; it must justify its effectiveness as a viable business solution to remain relevant and viable. • Cost –to substantiate that the cost incurred leads to positive impact of profitability. • Improv...